Who this role will work with:

• Group senior management team and local market senior management teams
• HR teams across the globe
• External suppliers and vendors

The role itself
We are very aware that our people are what makes our business such a success, so we need to attract, hire and retain the very best talent. That's why we have created a really exciting brand new, high-profile role that will be pivotal to enhancing our organisational capability. We are looking for a leader (and definitely a doer) who understands the business and its DNA make up, and in turn designs and delivers an approach across Group, through a fantastic global HR community, ensuring that each business attracts, hires, and retains the best talent to meet its strategic goals. The role is multifaceted and involves a mix of strategic planning, hands on operational management, and influential leadership.

This role is not about off-the-shelf solutions; it requires someone who can tailor the approach(es) to meet the specific needs of the Group and each business within it, fostering collaboration, knowledge sharing, inspirational management, innovative and entrepreneurial thinking, and ultimately driving growth and of course customer satisfaction.

This role is ideal for someone who is passionate about attracting and engaging the very best talent in the world, and ready to make a significant impact on the business. The successful candidate will have a strategic vision and the ability to execute on that vision, using innovative approaches and the latest technologies to achieve success. It will suit someone who can think strategically and operate hands-on, as it starts with no direct reports but includes a collaborative HR team for support.

The responsibilities are aligned to our business goals:
Strategy Development

• Talent Acquisition Strategy: Develop and implement a comprehensive Group talent acquisition strategy, in conjunction with local senior management and HR presence, aligned with Group long-term goals. This includes workforce planning, diversity initiatives, and employer branding.
• Market Analysis: Stay informed about trends in the job market, including skills in demand, salary benchmarks, and provide employee insights into competitor activities to inform strategic recruitment decisions, and inform M&A work.

Recruitment Process Management

• Recruitment Process Optimisation: Design, refine, and manage the recruitment process to ensure efficiency, effectiveness, and a positive candidate experience across all businesses.
• Talent Mapping and Pipeline Generation: Develop and maintain robust talent mapping and pipeline programmes to ensure a continuous flow of high-quality candidates. Understand internal pipeline from succession planning exercises, and where requires external hires.
• Technology and Tools: Review current offerings across Group and look to evolve and ensure efficient use of Applicant Tracking Systems (ATS) to streamline recruitment processes and improve candidate experiences. Implement and manage other recruitment tools, to streamline operations, appropriate to the businesses across Group.
• Innovative Talent Engagement: Explore and implement innovative approaches to attract, engage, and retain top talent. Collaborate with marketing teams to create compelling recruitment content that attracts top talent.
• Onboarding: Oversee the global onboarding process in conjunction with local HR, to ensure a seamless experience from initial point of engagement to passing probation for new hires and a strong start to their journey with the company.
• Internal Mobility: Create a programme and promotes internal mobility by identifying and nurturing talent within the organisation and managing the process across all impacted parties.
• Referral Program Management: Review and evolve referral programs to leverage existing employees as brand ambassadors.

Team Leadership and Development

• Leadership and Development: Lead and mentor the global HR community associated with recruitment, to ensure they have the skills and resources needed to succeed. Provide ongoing training and development for the team to keep them updated on best practices and new recruitment methodologies.
• Manager Training: Develop and implement training programs to equip hiring managers with the skills needed for effective recruitment.

Employer Branding

• Branding Initiatives: Help identify our EVP in conjunction with HR community, and work with marketing teams to create and promote a strong employer brand that attracts top talent.
• Candidate Experience: Ensure a consistent and positive experience for all candidates, from application to onboarding, reinforcing the company's reputation as a great place to work.
• Linked In and Other Job Sites Management: Oversee the management of the company's Linked In presence (and others) to enhance employer branding and talent engagement. Collaborate with marketing teams to create compelling recruitment content that attracts top talent. Monitor and manage the company's presence on review sites like Glassdoor and others across Group geographies, to maintain a positive employer reputation.

Diversity, Equity, and Inclusion (DEI)

• Diversity Hiring: Develop and implement strategies to attract a diverse range of candidates, ensuring that recruitment practices are inclusive and unbiased.
• Metrics and Reporting: Track and report on diversity metrics, making adjustments to recruitment strategies as needed to meet DEI goals.

Stakeholder Collaboration

• Partnership with HR and Leadership: Collaborate with HR, hiring managers, and senior leadership to understand their staffing needs and provide guidance on hiring strategies.
• Vendor Management: Manage relationships with external recruitment agencies, job boards, and other talent acquisition partners.

Data and Analytics

• Metrics and KPIs: Establish and monitor key performance indicators (KPIs) related to recruitment, such as time-to-hire, cost-per-hire, and quality of hire. Create a dashboard for Board review.
• Data-Driven Decisions: Use data and analytics to make informed decisions about recruitment strategies, identify areas for improvement, and demonstrate the value of talent acquisition efforts to the business.

Compliance and Risk Management

• Regulatory Compliance: Ensure that all recruitment practices comply with local, national, and international employment laws and regulations.
• Risk Mitigation: Identify and mitigate risks related to recruitment, such as legal issues or reputational damage.

Skills required

• CIPD or equivalent qualified - you're dedicated to continuously learning
• Proven experience in international hiring - Bring a deep understanding of the challenges and opportunities associated with global talent acquisition.

• Commercial mindset: Translate commercial objectives into development solutions.
• Solutions Focused: Ability to develop tailored, effective TA solutions.
• Influencing Skills: Strong ability to influence and engage stakeholders at all levels.
• Analytical Skills: Ability in analysing data to drive decisions and measure impact.
• Innovative Thinking: Creative and innovative approach to problem-solving and TA strategy design.
• Communication Skills: Excellent verbal and written communication skills.
• End-to-End Strategy Management: Ability to create, deliver, and review comprehensive TA strategies.
• Presentation Skills: Strong presentation skills to effectively convey ideas and solutions.
• Languages: Multilingual capabilities are a bonus.

What it takes to be successful:

• Proactive: Takes initiative and acts decisively.
• Driven: Highly motivated and determined to succeed.
• Hungry: Eager to achieve and continuously improve.
• Passionate: Enthusiastic about TA and its impact on business success.
• Detailed: Meticulous attention to detail and thorough approach.
• Innovative: Open to new ideas and unconventional approaches; not suited to someone with a "cookie cutter" approach to TA.
• Pragmatic: Adopts a practical approach.

Why work with us?
We could talk about the fact that we are a multi-award winning, leading global Io T connectivity platform provider that simplifies and automates Io T management for any device, anywhere, but that's not the coolest part about our business. That's our people.

Our people drive everything we do, and with more than 10 million Io T subscriptions active in 165 countries and direct partnerships with 50 mobile networks, we are able to provide reach into more than 750 networks across the globe; delivering value throughout the Io T connectivity chain.

Being a pioneer is in our DNA and we have a serious hunger to 'wow'! We don't always get things right, but we are driven to collaborate, innovate and achieve high levels of customer satisfaction. We provide industry expertise, service support and the most flexible, resilient and secure connectivity solutions in the market. Our broad sector expertise includes industry, agriculture, healthcare, security, transport, utilities and smart cities.

We have achieved Unicorn status and are backed by Montagu Private Equity, one of the world’s leading private equity-backed investors, giving Wireless Logic Group unrivalled financial strength.

So, that's why you should work with us!

In addition, we provide the following benefits:

• 25 days holiday
• Buy up to 5 days additional holiday
• Birthday Day off
• Enhanced Maternity/Paternity Leave
• Group Company Pension Scheme
• Private Medical Insurance
• Discounted Gym membership at over 3000 Gyms (Including Total Fitness, Bannatynes, Puregym and Virgin Active)
• Dental cover
• Doctor at Hand (online GP service)
• Company Sick Pay Scheme
• Cycle to work scheme
• Onsite parking
• Onsite gym
• Access to a variety of online discounts on major retailers
• Employee assistance program

Where do I apply?
It's easy, if this sounds like a role you're interested in please submit your application directly through our website including your CV.

By applying for this role, you are consenting for us to hold and process your data in compliance with the General Data Protection Regulations. If you have any questions or wish to exercise your right to access, erase or restrict the holding or processing of your data please contact us and we will respond to your query as soon as possible.

As an equal opportunities’ employer, Wireless Logic is committed to the equal treatment of all current and prospective employees and does not condone discrimination on the basis of age, disability, sex, sexual orientation, pregnancy and maternity, race or ethnicity, religion or belief, gender identity, or marriage and civil partnership.

We aspire to have a diverse and inclusive workplace and strongly encourage suitably qualified applicants from a wide range of backgrounds to apply and join Wireless Logic.