Manager, Campus and Corporate Cement Recruitment

The Manager, Campus and Corporate Cement Recruitment is a key player in our talent acquisition efforts. The role has three components with the campus responsibilities accounting for roughly 50% of the position, corporate recruiting and shared recruitment initiatives making up the balance:

1.  Assist the Business Units articulate and execute campus recruitment strategies that enhance the effectiveness and efficiency of our investments. The scope of the strategy starts at campus selection, promotional efforts, sourcing and selection, and continues through to offer, on-boarding, and retention of full-time hires as well as intern and co-op employees.

2.  Be the primary lead for corporate cement recruiting and supplement critical recruiting initiatives.Aid corporate cement hiring managers articulate the desired job profile, lead and manage the sourcing and screening process, and assist managers select and hire their preferred candidates. For special projects, interventions can range from helping structure the recruiting effort to hands-on assistance in the sourcing or selection process as required.

3.  Be the primary coordinator for the North American recruiting community regarding all shared initiatives and capabilities (lead for e-recruitment strategies and administration, promotional materials shared across product lines, etc.).

The successful applicant should have an undergraduate degree and 7-10 years of experience:leading and coordinating change over multiple work locations hands-on sourcing and selection of professionals and managersanalytical work - with exposure in marketing a significant plusproject management (scoping, resource planning, execution)

To be effective, the incumbent will: have superior networking, relational and influencing skillsbe a self-starter, well-organized / disciplinedhave strong analytical and communication (particularly written) skillsbe able to read people well and synthesize the perspective of the interview paneltranslate business needs into technical and leadership competencies required of candidates and the talent pipeline