Manager, Talent Acquisition

必須

• Minimum 3~5 years+ of relevant recruiting and TA experience ideally gained within an MNC environment and experience of frontline recruiting is a key. Agency and internal mixed experience preferred
• Business level of English and Japanese is a must
• Ability to interact and influence with all levels internal and external stakeholders
• Ability to juggle between start up and big company mindset
• Strong functional expertise in talent recruiting, management and related initiatives are key
• Bachelor’s degree (ideally in Business Management) or Human Resources Management or related degree programs.

歓迎

• Strong project management experience is a plus
• A previous significant experience in Retail / Service Industry is highly preferred but not a must
• Knowledge of reputable ATS and the experience of being part of a major roll out is a plus

求める人物像

• Highly self-motivated with ability to drive change in a high pressured and fast-paced environment with minimal supervision
• Business savvy, possesses entrepreneurial spirit to generate innovative solutions and deliver with excellence

使用ツール

Primary Purpose

• Be the brand ambassador for Tapestry to enable our business in attracting the appropriate talent to drive brand transformation. Lead the entire internal and external recruitment activities. Drive new projects and enhancements activities on local, regional, and global levels to create an attractive working environment for both employees and external candidates.

Drive searches end-to-end for all Tapestry positions

• Partner with hiring managers to understand position specifications and manage matrix stake holders throughout the process
• Develop recruitment strategy both for external and internal candidates
• Source, assess, interview candidates and manage offer process
• Partner with HRBPs to manage sensitive situations, decision-making, and on-boarding process

募集内容

• Guide hiring managers and provide professional and expert consultation with regard to the hiring process and the market for Talent (passive and active candidates) on a regular basis

Conduct pro-active recruitment efforts to create pipeline of talent for Tapestry at all levels

• Research - convert target candidates into engaged applicants using internal and external research
• Hands-on experience with LinkedIn Recruiter and other internet sources to develop pools of candidates and referrals
• Manage and nurture strong relationships with external recruitment agencies and partners to stay updated on market activities and compensation trends
• Networking - pursue & develop relationships with potential candidates and key industry executives
• Conduct exploratory interviews on a regular basis and develop system to ensure follow up
• Develop and maintain future contact files for all functions

Lead and drive various projects and initiatives

• Plan, lead and execute new programs on both local and global levels
• Strive for process and tools improvement in partnership with broader local and global HR team
• Lead the internal mobility experience and conversion rate results to promote Tapestry as a talent growth platform

募集内容

• Represent Tapestry as a best-in-class “employer brand” and drive employer branding initiatives

Key Stakeholders

• Tapestry and Brand HRBP Team
• Coach Japan and Kate Spade Japan Commercial team and leaders
• Coach Japan and Kate Spade Japan Store Management Team and leaders

Our Competencies for All Employees

• Courage: Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
• Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
• Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
• Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.
• Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
• Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
• Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.

Our Competencies for All People Managers

• Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
• Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
• Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.