The Talent Attraction Manager is accountable for the performance and results of a domain specialty within the Talent Attraction team. The role manages the implementation of various talent attraction programs in coordination with the management and leadership, ensuring alignment of HR strategy with the organization's strategy and vision. The role closely partners with HR leadership to address complex Talent Attraction issues and collaborates with various departments. The role also supervises the maintenance of accurate documentation, analyses of industry trends, and provision of guidance to further contribute to fostering a compliant and high-performance work environment. The role has limited to full management authority for staffing, performance, pay decisions, team development, and other personnel actions.

Skills/Qualifications

Minimum 5+ years of previous Talent Acquisition management experience required. Bachelor’s degree or higher in related area Strategic vision, resilience, negotiation, use of technology, working under pressure, and continuously seeking alternative solutions and approaches. Successful history of engaging with leaders to understand and address business and talent acquisition needs and handling external relationships (i.e., vendors, agencies, branding partners). Excellent verbal and written communication skills  Fluency in English required.  Ability to seek out data, analyze it, and identify key actions from it Open to seeking out new sourcing techniques and marketplace interactions to find key talent.  Broad business perspective and a thorough understanding of business goals, vision, and culture. Highly collaborative, innovative, action-oriented, accountable with strong influencing skills.

DISCLAIMER: Ford Motor Company is an Equal Opportunity Employer, as we are committed with a diverse workforce, and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran and basis of disability.

Responsibilities:

Lead and develop the Talent Acquisition general strategy for all salaried talent requirements (incremental projects and general staffing for FoM) Partners collaboratively with business leaders and HR team members to execute and drive the delivery of talent and business outcomes. Develops and builds strong relationships with Hiring Managers, HRBP’s, and business stakeholders. Manages day-to-day staffing process for all external direct hire recruitment within Mexico (Staff & MFG). Creates and executes strategic sourcing methods and technical recruiting capabilities. Researches and collaborates with the internal legal department regarding knowledge of applicable country laws to ensure compliance. Develops, leads, and mentors a high-performing internal Talent Acquisition Team that can support recruitment and growth project needs.  Guides and assist business leaders on hiring process, policies, and procedures. Continuously refines and becomes a change agent for processes to be more efficient and beneficial to the team and stakeholders. Incorporates external data benchmarking and best practices to ensure function stays on par with market dynamics. Leads and ensures alignment with all outsourced providers to create a connected, seamless experience for candidates, hiring managers, and internal stakeholders. Establishes and ensures achievement of functional KPIs and strategic annual objectives. Collaborates with business leaders, hiring managers, and HR Business Partners to align recruiting strategies with key people initiatives. Passionately convey Ford of Mexico employee value proposition to the best talent in the market Redefine, simplify, and streamline our end-to-end recruitment processes. Supports new technologies implementation (HCM) Oversees and creates data-based insights to measure success and create accountability, including metrics and dashboards. Keeps updated on new and innovative recruiting strategies to effectively compete for the best talent in the market. Leads, oversees, and implements, employer branding strategies for all FoM locations. Leads oversees and develops Campus recruitment projects and strategies supporting TA programs. Leads, develops, and implements young talent and accelerated programs for the company (national scope) As necessary, performs other related duties Focus on business results - Rather than simply being satisfied with filling open jobs, the goal of the Talent Acquisition Manager is to improve business results directly and measurably by identifying the talent types and specific candidates to deliver the business strategy. The impact of this position is to lead our improved business results through people. Focus on future needs - The Talent Acquisition Manager will educate business leaders and hiring managers to assist them in bringing talent to Lilly that can meet both current and future talent needs. This means that more new hires will have “future skills,” a steeper career trajectory, and the ability to transition into new roles as capabilities change or grow. To understand future needs, this position partners with leaders and HR Strategic Business Partners in workforce planning - advising hiring managers on upcoming talent gaps and offering talent acquisition solutions. The Talent Acquisition Manager will partner with Corporate Affairs to build Lilly’s external brand as an employer of choice by highlighting the work that Lilly is doing as a medicines company along with the external recognition Lilly has received globally and within the LATAM region specifically. Maintaining a competitive advantage - This position has an external focus on fully understanding of the talent marketplace and conducting competitive analyses to ensure that Lilly’s talent attraction factors and employer brand are constantly superior to that of their talent competitors. This position must know where the most critical talent is located (college, company, industry, geography), and how to attract that talent (motivators, compensation, geography) - having innovative sourcing, pipelining, referral, networking, and brand reputation strategies. Lead, manage, and develop the talent acquisition team to develop future staffing leaders and achieve high performance on key metrics (e.g., time-to-fill, cost per hire, diverse candidate slates, candidate pipelines, and applicant tracking). Identify the most effective and relevant digital channels and innovative technology tools (Customer Relationship Management tactics) to realize our staffing and talent goals. Adapt & drive strategies for the improvement of candidate experience/engagement across the region.