Senior Talent Partner
Senior Strategic Talent Partner
The Senior Strategic People Partner helps Cint’s leaders and people managers develop their organizations to ensure they have the right people with the right skills to succeed. Strategic People Partners demonstrate their value by combining an understanding of Cint’s business, the different functions and roles in the teams they support, the global talent trends for those roles, and the goals and ambitions of the people in the teams they support to build growth opportunities and workforce plans to achieve short- and long-term success.
Reporting to the Head of Talent Management, this is a player/coach role where the Senior Strategic People Partner managing the team of Strategic Partners to ensure its effectiveness.The incumbent will be joining Cint at an ideal time.
Cint has just been through a significant merger and has also built a new three year strategic plan. At the heart of this plan is the goal to create a modern talent management function that allows us to become the employer of choice in our sector. As such, the incumbent would have a ground floor opportunity to create a thriving practice and would also have significant impact on building an inclusive culture aligned with our values
Strategic workforce planning
Review of team strengths and weaknesses in light of current and future needs, personnel budget forecasts, retention data, and global talent market conditions to develop a long-term strategic plan for recruiting and succession
Works with departmental leadership to bring the plan to life through the annual budgeting process and ongoing hiring activities and monitor its success
Ongoing talent management
Consults frequently with departmental leaders to evaluate current team needs against personnel budget & forecasts and hiring plans
Ensures job descriptions exist and typical career paths are specified for their department
Consults frequently with Regional Business Partners to ensure information on team members and team evolution is shared
Works with Total Rewards to ensure their department’s job architecture is updated regularly and market trends in compensation are understood
Develops diverse sourcing networks at scale
Builds a connection with and qualifies great candidates for hiring that is directly managed by the team
Advise Cint’s people managers on hiring for roles handed in the department
Create best practices for interviewing and landing great candidates and ensure these are shared and embedded in the organization
Provides top down support for People initiatives
Encourages adoption and implementation of new People
initiatives through interactions with departmental leadership
Share analytics and drive action
Establish KPIs for talent acquisition, retention, and
growth that include a DEI lens
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