Expert, Talent Acquisition

## Job Purpose The Strategic Hiring Partner acts as a strategic advisor to the business, responsible for designing and delivering hiring agendas that are tightly aligned with business and people strategies.This role goes beyond vacancy filling. It connects organizational needs, talent strategy, and business priorities to create long-term impact. ## Core competencies 1. Organization & Business Acumen • Strong understanding of organizational design, operating models, leadership layers, and talent architecture. • Ability to interpret and connect: • Business strategy • Current and future capability needs • Structural and people-related pain points • Hires based on organizational and capability needs, not purely on job descriptions: “What kind of talent or leader does this organization truly need to win?”   2. Strategic Hiring Thinking • Able to translate business agenda → people agenda → hiring agenda. • Capable of: • Workforce- and succession-informed hiring • Capability-based hiring (rather than title-based) • Executive and potential assessment • Understands trade-offs between speed, quality, cost, and long-term impact. 3. Executive & Complex Hiring Expertise • Proven experience recruiting: • Senior experts • Leadership and critical roles • Niche or scarce skill sets • Effective in direct engagement with: • Business heads • Senior leaders • C-level stakeholders • Confident in challenging hiring requests when they do not address the real organizational issue.   4. Mindset & Ways of Working • Business-first recruiter, not a process-driven executor. • System thinker with a holistic view of the organization. • Proactive, comfortable asking hard questions, and willing to recommend “not hiring yet” when appropriate. • Mature professional with strong judgment and advisory presence when working with senior leaders. • Views recruitment as a strategic lever, not a support function. ## Success Profile - Qualification and Experiences At least 6-8 years of overall professional experience, including one or more of the following: - Executive search or headhunting experience - Internal talent acquisition or strategic hiring experience - Experience in other HR functions (e.g., HRBP, OD, L&D, C&B) with a strong interest in transitioning into strategic recruitment Strong preference for hybrid talent profiles, such as: - Individuals with a mix of headhunting and in-house talent acquisition experience - Internal HR professionals with substantial exposure to business strategy and leadership topics Experience hiring for senior-level, highly specialized, or hard‑to‑find roles is a significant advantage.