Job Description:
The Director - Talent Acquisition Technology is a strategic role at Sutherland, reporting directly to the VP of Global HR Innovation. This position requires close collaboration with the global human resources leadership team and all functional leaders, and the ideal candidate must be adept at understanding business processes and leading digital solutions change management and adoption to drive business growth.
They key focus will be on managing and supporting all Talent Acquisition technology solutions, including the applicant tracking system and all other platforms including candidate testing, screening and talent management/development tools among others. The objective is to ensure we have the appropriate technology in place to drive smart and efficient recruiting operations across all markets and verticals, delivering an exceptional candidate experience. This role will be a key advisor and provide strategic direction to TA, HR and business leadership on TA technology, ensuring as well that all applications are to maximize their utilization and generate a significant return on investment by driving efficiency, effectiveness, and strategic advantage.
Change management is a crucial part of this role, which includes leading and managing organizational change to ensure the effective adoption of new systems and technologies. The Director of Talent Acquisition Technology is essential for executing Sutherland’s strategic digitalization roadmap, leading initiatives to ensure alignment with company goals and successful outcomes. This role demands a dynamic leader capable of driving platform utilization improvement, managing initiative portfolios, and fostering a culture of continuous improvement in technology and system adoption.
Key Responsibilities:
Strategic Planning:
- Provide strategic thought leadership to translate priorities into actionable plans, ensuring resource capability and capacity.
- Lead strategy execution by managing projects and programs aligned with organizational strategies and objectives in talent acquisition to pursue non-linear growth.
- Identify new and emerging technologies and have an up-to-date, holistic read on the HR technology landscape.
Program Planning and Execution:
- Lead program planning, define objectives and scope, and ensure successful execution across all stakeholders.
- Assess program effectiveness, identify areas for improvement, and establish performance management and goal setting for long-term sustainability.
- Maintain a performance improvement culture, act as a change agent, and develop teams to thrive on change.
End-User Support Management:
- Lead and manage a team of Super Users who address end user tickets and support items.
- Lead and manage a team of Auditors who ensure systems and process compliance, including regulatory requirements.
- Oversee the ticketing system to ensure timely and effective resolution of end user issues.
- Develop and implement processes and standards for end user support to enhance efficiency and user satisfaction.
- Partner with COE leaders on larger projects and implementation initiatives to support end user feedback and new features in platforms.
- Provide leadership, guidance, and support to the Super User team.
- Conduct regular performance reviews and support professional development for team members.
Change Management:
- Lead and manage organizational change to ensure digital transformation is effectively adopted.
- Develop and implement strategies to drive cultural change and support the transition to new digital processes and tools.
- Foster a culture of innovation and continuous improvement, ensuring all team members are engaged and motivated to embrace change.
- Understand present state for all related processes, including process mapping processes in place and de facto, and identifying policies that are affected.
- Lead discovery sessions with the corresponding function owners, understanding the scope of change and doing root cause analysis to identify gaps and failure points.
- Design to-be processes and document appropriately, working with the platforms, technology, and project teams.
Adoption and Integration:
- Drive the adoption of agile methodologies and design-thinking principles to ensure iterative development and continuous improvement.
- Collaborate with stakeholders to identify digital needs, prioritize initiatives, and ensure seamless integration of digital solutions into existing workflows and Sutherland technology stack.
- Identify and define metrics and KPIs that will be influenced by the project roll-out, including reviewing goals currently in place that will be impacted by the business case.
- Identify and define metrics that will indicate the success of the implementation, and build the corresponding tracking artifacts.
Driving Technology Utilization:
- Maximize the use of digital tools and technologies to drive efficiency and effectiveness.
- Leverage emerging technologies such as artificial intelligence, machine learning, and analytics to enhance operational capabilities across the Global People Office organization and beyond.
- Implement and refine processes to ensure optimal use of digital tools and technologies, fostering a user-centric approach to technology deployment.
Qualifications:
Qualifications:
- Extensive experience in managing and implementing HR or TA technology platforms, including managing programs across multiple regions and languages for large organizations.
- Preferred focus on: Applicant Tracking Systems (SmartRecruiters, but also ICIMS, SuccessFactors, Taleo and others), candidate testing and assessment platforms, candidate engagement solutions, automated/AI-driven screening, interviewing and matching solutions; among others.
- Experience in providing end-user support for HR or TA systems, including managing functional configuration and interacting with technical teams, including designing, testing and developing integrations across core HR platforms.
- Experience leading adoption and change management initiatives for digital solutions.
- Proven experience in strategic planning, program portfolio execution, and project management.
- Strong leadership skills with the ability to engage and challenge senior stakeholders.
- Expertise in managing cross-functional teams and complex projects.
- Excellent communication skills with the ability to inspire action and drive results.
- Deep understanding of HR processes, digital solutions, and automation technologies.
- Demonstrated ability to drive cultural change and support the transition to new digital processes and tools.
- Proficiency in agile methodologies and design-thinking principles to ensure iterative development and continuous improvement.
- Ability to develop metrics and KPIs to measure the success of digital transformation initiatives and ensure continuous monitoring and reporting.
- Ability to travel internationally as needed
Additional Information:
All your information will be kept confidential according to EEO guidelines.
EEOC and Veteran Documentation
During employment, employees are treated without regard to race, color, religion, sex, national origin, age, marital or veteran status, medical condition or handicap, or any other legally protected status.
At times, government agencies require periodic reports from employers on the sex, ethnicity, handicap, veteran and other protected status of employees. The purpose of this Administrative EEO Record is for statistical analysis only and is used to comply with government record keeping, reporting, and other legal requirements. Periodic reports are made to the government on the following information. The completion of the Administrative EEO record is optional. If you choose to volunteer the requested information, please note that all
Administrative EEO Records are kept in a Confidential File and are not part of your Application for Employment or Personnel file.
Please note: YOUR COOPERATION IS VOLUNTARY. INCLUSION OR EXCLUSION OF ANY DATA WILL NOT AFFECT ANY EMPLOYMENT DECISION.
