Director - PGS TA Head

Responsibilities:

The PGS Human Resource team has five sub-functions: talent acquisition, total rewards, learning/development-engagement, DEI, and HR business partnership. This role will lead the Talent Acquisition (TA) delivery and transformation for all PGS locations.

This is a senior strategic HR leadership role responsible to alleviate and mature further the existing talent acquisition operating model and organization. This role will be part of PGS HR head leadership team and have seat on the table with the global enterprise talent acquisition center of excellence.

Needs to have commercial thinking mindset and have an ability to apply operational excellence to improve TA experience.

Has good knowledge of TA systems and talent sourcing methodologies. Strong critical thinking/planning and decision-making skills with high level of diagnostic and analytical skills required.

This is a relatively complex role which requires a passionate, mature, articulate leader with capability to identify and understand stakeholder needs and assess priorities, assumptions, and constraints independently. This role will bring together a deep understanding of the Talent Acquisition domain, business process management, building and developing inclusive teams and leaders, collaboration across

the global organizational matrix and have subject matter expertise in general management and functional service delivery. This role is highly empowered and will have high responsibility and ownership index.

Essential Deliverables include the following:

1. Subject matter expertise of talent acquisition function, advanced understanding of GCCs with focus on BFSI domain sector hiring. Understand TA systems, metrics, and different kind of operating models.
2. Responsibility for creating, leading, and delivering PGS TA strategy, priorities, and agenda, along with measurable outcomes defined. Have proven expertise in building, leading, and managing cross-geography inclusive and diverse teams which are skilled and future-ready.
3. Display big picture thinking with an ability to be hands on during times of transformation and change and provides directional coaching and holistic roadmap to drive PGS business and strategic imperatives.
4. Drive efficiency, effectiveness, and productivity and build strong mechanisms to track value derived from these initiatives for business and stakeholders both qualitative and quantitative.
5. Preemptive and proactive Risk management by enabling first line of defense by adopting and driving execution of operational risk management framework within PGS TA function.
6. Ability to build governance practices and principles to support business, manage customer escalations, and incident management.
7. Strong vendor identification, productivity review and contractual management while driving competitive cost points with vendor partners for engagement models in partnership with procurement/sourcing.
8. Manage program/project delivery engagement tasks, issue resolution and communication across execution teams to manage the engagement successfully.
9. Participate in relevant HR and TA PGS and enterprise forums, critical governance/forums/conferences in building business solutions which help our end customers.
10. Develop deep understanding of PGS service value proposition to help business partners leverage service based on the need.
11. Translate growth plans into strong strategic workforce plans with global partners and PGS Business Enablement Services partners to enable execution of the plans.
12. Lead PGS TA and support enterprise TA COEWG transformation projects/programs
13. Drive culture of high performance, process improvement and transformation to drive value and optimization.
14. Significant people management capability, be able to lead and manage an aspiring team of highly skilled and tenured staff.
15. Skilled in managing global stakeholders across geographies and navigate the global matrix organization through collaboration and influence.
16. Establish and track key performance metrics to measure client satisfaction and account growth. Prepare regular reports and presentations for senior leadership on account performance.
17. Providing leadership, coaching, and support to directs to ensure the team meets or exceeds business strategic imperative and adds value beyond meeting targets.
18. Display commercial mindset and leadership maturity around harnessing support through influence and building relationships.
19. Stay updated on industry trends, market conditions, and competitors to better serve clients.
20. Understand and represent Principal code of conduct, core values, leadership expectations and stay guided by them while making decisions, leading teams, partnering, and coaching to build strong succession.

Qualifications:

Graduate / Post Graduate Degree in HR with 15+ years of experience