Global Talent Acquisition Lead

Global Talent Acquisition Lead

Global Talent Acquisition Lead

This job posting expired and applications are no longer accepted.
February 27, 2022
Baltimore, Maryland
Position type
Experience (minimum)
10+ Years
Education (minimum)
Travel required?
Base salary (minimum)
Not specified



Global Talent Acquisition Lead needed to proactively sources and engages with candidates to fill strategic and hard-to-fill roles through positive candidate interaction that conveys Jhpiego’s mission to the world and hires some of the greatest people in their fields. Jhpiego seeks a results-driven leader with an intuitive and enquiring nature underpinned by demonstrated success in a fast-paced global environment where initiative is a must. Our Global Talent Acquisition (TA) Lead is responsible for attracting top talent through the strategic management of Jhpiego’s global TA teams, processes, and resources. The Global TA Lead is a key member of our Global Human Resources’ leadership team and will lead all Talent Acquisition strategies, innovations, and processes.

The TA Lead will partner closely with Johns Hopkins University TA and Jhpiego’s Global HR Partner (HRP) Teams to ensure efforts and processes are globalized and streamlined to define and execute the global talent acquisition strategy. The TA Lead leverages leadership skills to drive change, improve processes, provide analytics, and develop dynamic and flexible plans for the TA function.  The TA Lead adapts to global changes both within and outside of the organization to find unique ways to engage, leverage, grow, and transform our talented community, creating desired talent outcomes via innovations, efficiencies, and platforms. The Global TA Lead will lead and develop a team that is data-centric and skilled with TA practices.

The successful candidate is a fast-thinking, experienced, and committed leader. The candidate will have a thorough understanding of what it takes to deliver impactful results in challenging environments and geographies. They are an excellent communicator and a good partner and can create a stimulating work environment that encourages innovation and accountability.


Strategic Global Talent Acquisition Management

  • Own the global candidate generation responsibility by developing and deploying strategic talent attraction initiatives
  • Partner with the HR management team on actions, as appropriate, to address competitive gaps
  • Foster innovation through research and exploration of new solutions; institute initiatives to improve/extend capability and ensure all tools/software/platforms fully support Jhpiego recruiting processes
  • Optimize the iCIMS recruiting system to ensure maximum value and usability and ensure interoperability with other systems within the organization
  • Ensure best practices and contemporary recruiting methods are deployed across the organization and focused on diversity, equity, and inclusion efforts to hire dynamic and adaptive staff
  • Participate in organizational strategic planning and provide leadership for needed policies and processes
  • Research and assist in the development of shared ownership recruitment processes to achieve improvements with priority organizational concerns
  • Mentor and counsel hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction
  • Develop effective relationships within the organization and the hiring community to influence and impact the recruiting process and hiring
  • Create and maintain an environment of equal employment opportunity, diversity, and competitive advantage in support of the organization’s diversity and inclusion strategic plan

Team Leadership

  • Drive workforce planning and forecasting. Leverage data and collaborate with Jhpiego’s leaders to develop short-term and long- term staffing plans and identify skill sets and competencies needed to deliver high-quality programs and win strategic proposals globally
  • Coach and develop the Talent Acquisition team (New Program development and Open Positions) in the execution of recruitment to fulfill hiring requirements, creating a timely pipeline of global talent pools required to meet the current and future needs of the business
  • Continuously improve upon time-to-fill, cost of hire, candidate and hiring manager satisfaction scores, and quality of hires
  • Mentor and coach a high-performing and motivated team
  • Foster a culture of continuous improvement, innovating on engagement strategies, hiring processes, delivery models, and tools
  • Review and, when necessary, redesign recruitment processes/tools such as job descriptions, terms of reference, interviewing guidelines, candidate assessment forms, reference checks, background checks, competency testing, offer letters, and employment templates
  • Stay abreast of industry trends, practices, and insights to inform decisions and build a global network of colleagues to benchmark and partner with for overall sector impact

Talent Management

  • In coordination with Talent Management collaborate on the development, initiation, and management of programs for workforce retention, promotion, and succession planning
  • Partner with TM Collect, analyze, and maintain data gathered to inform targeted leadership development (e.g., succession planning)
  • Partner with HR Business Partners and internal stakeholders to facilitate the internal movement of people into new opportunities as part of the promotion of talent and development of career paths at Jhpiego

 External Relations and Eminence Building

  • Manage key external resources and partnerships to meet talent needs and ensure high quality service delivery to hiring managers
  • Develop and deploy a compelling employment brand through multiple global channels, and partner with New Program Development and Communications resources as appropriate
  • Design and oversee Jhpiego’s university relations, internship, and alumni programs

Required Qualifications

  • BA or equivalent required; continued HR education, GPHR, PHR, SPHR, or SHRM-SCP certification highly preferred
  • 10 years' progressively responsible human resources experience, with significant experience in talent acquisition, employment practices and policy development, administration and supervision
  • International and proposal recruiting experience
  • Track record in evaluating, designing, and promoting Global Talent Acquisition systems within the INGO sector
  • Experience working overseas in a low- or middle-income country, preferred
  • Track record of designing, implementing, and leveraging talent acquisition strategies and best practices to help drive measurable business results
  • Demonstrated ability to transcend between strategic thinking and operational excellence with a focus on quality and execution
  • Ability to execute and deliver against demanding and dynamic stakeholder requirements
  • Ability to build relationships at all levels and have close collaboration with other internal and external business partners
  • Track record of effectively coaching, developing, and mentoring high performing teams
  • Ability to handle sensitive and confidential information appropriately
  • Strong initiative and solid judgment abilities/skills
  • Must possess a high level of integrity and credibility and be comfortable operating and working with teams within a matrix structure
  • Negotiation and influencing skills
  • Demonstrated advanced technology skills, working comfortably in a variety of software applications
  • Demonstrated proficiency in Google/MS Office 365 and e-collaboration platforms
  • Working knowledge of applicant tracking platforms or other HRIS systems
  • English proficiency: Written and verbal
  • Other language abilities desired, especially French
  • Ability and willingness to travel occasionally, potentially internationally

 Preferred Qualifications

  • Fast-thinking, experienced, and committed leader with track record in evaluating, designing, and promoting Global Talent Acquisition systems within the INGO sector
  • Self-motivated and enjoys delivering, managing, and being managed within a hybrid &remote setting that emphasizes impact and contributions as a primary criterion for assessment
  • Thorough understanding of what it takes to deliver impactful results in challenging environments and geographies
  • Excellent communicator and a good partner and can create a stimulating work environment that encourages innovation and accountability

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