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The rise of employer brand leadership (3rd Edition-August 2014)

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Over the past five years I have been fortunate to travel to more than 50 cities in 27 countries to share my employer branding knowledge and experience with thousands of leaders across all industry …

Over the past five years I have been fortunate to travel to more than 50 cities in 27 countries to share my employer branding knowledge and experience with thousands of leaders across all industry sectors. The number one issue that continues to draw discussion and debate is whether employer branding should be a human resources or marketing function or both!


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  • 1. “The Rise of Employer Brand Leadership” 3rd edition  August 2014 -A Five Year Study into the Evolution of Employer Brand Leadership- by Brett Minchington MBA  Chairman/CEO Employer Brand International
  • 2. Table of contents The rise of Employer Brand Leadership ............................................................................................................ 3 The focus of future discussions ...................................................................................................................... 3 Latest employer branding global research ..................................................................................................... 3 Figure 1: Which department(s) is currently responsible for managing their employer brand? ........................ 4 Diversity in emerging markets ........................................................................................................................ 4 Table 1: Inside the regional data - Departments responsible for managing the employer brand .................... 5 The rise of employer brand leadership ........................................................................................................... 5 A strategic leadership function ....................................................................................................................... 6 Figure 2: Employer Brand Excellence Pathway ................................................................................................... 7 Table 2: The employer brand leadership function ............................................................................................. 9 Appendix ....................................................................................................................................................... 14 Employer Brand Leader - Job and Person Specifications ................................................................................ 14 Global Recruiting Programs Manager- Facebook ............................................................................................. 15 Employer Branding Specialist / Officer – Coca-Cola Hellenic ........................................................................... 16 Director, Employment Branding - CEB .............................................................................................................. 17 Senior Manager, Global Employment Brand - Linkedin .................................................................................... 19 Associate Director, Employer Brand & Employee Value Proposition (EVP) - Bristol-Myers Squibb ................. 20 EY Employer Branding Manager ....................................................................................................................... 21 Employer Brand Manager - Marriott International .......................................................................................... 22 Employment Branding Manager - Nike ............................................................................................................ 24 Employer Brand Manager - Mars Corporate .................................................................................................... 26 Employment Branding Program Manager- AMTRAK ........................................................................................ 27 Employer Branding and Recruitment Manager- IKEA Group ........................................................................... 29 Employer Brand Manager, Google ................................................................................................................... 31 Employer Brand Manager - Amazon ................................................................................................................. 32 Employment Branding and Marketing Manager – 3M ..................................................................................... 33 Attraction Manager, Employer Brand- KPMG .................................................................................................. 35 Global Employment Brand Manager - Cargill ................................................................................................... 37 Employer Brand Manager - Ferrero .................................................................................................................. 39 Global Employment Branding Manager - Verizon ............................................................................................ 41 Senior Director - Global Employment - Akamai Technologies .......................................................................... 42 VP Employer Brand and Recruiting Marketing – JP Morgan Chase .................................................................. 45 Director of Employment Brand Strategy and Recruitment - Wendys .............................................................. 46 Employer Brand and Media Manager- Kinross ................................................................................................. 48 Employer Brand Marketing - Segment Marketing Consultant - RBS ................................................................ 50 Program Manager, Employment Branding - Liberty Mutual ............................................................................ 51 Head of Employer Branding - Standard Chartered Bank .................................................................................. 53 Employer Brand Manager - IHG ........................................................................................................................ 56
  • 3. The rise of Employer Brand Leadership August 2014 2nd edition October 2013, 1st edition July 2012, By Brett Minchington MBA www.brettminchington.com Over the past 7 years I have been fortunate to travel to more than 50 cities in 30 countries to share my employer branding knowledge and experience with thousands of leaders. The number one issue that continues to draw discussion and debate is whether employer branding should be a human resources or marketing function or both! Our Employer Brand International (EBI) linkedin group of more than 3500 members first debated this question in 2012. A review of the contributions show there is a diversity of opinions on the topic; some support human resources taking responsibility, others propose marketing. There are also a number of opinions which support the view it requires a combination of expertise from multiple functions to effectively deliver an employer brand strategy that contributes to company value. The focus of future discussions When considering the evolving nature of business impacted by political, economic, social and technological (and increasingly environmental – think BP!) changes and the role of the employee in contributing to brand value, the focus of future discussions should be on the skills, experiences and capabilities required to successfully execute the employer brand strategy and the structure of the team that supports it! Whether the personnel come from human resources, marketing, communications or other function is not the debate we should be having. Your focus should be on how your company builds a capable team of employer branding professionals sourced from inside and outside the firm who can develop and execute an employer brand strategy that builds value. I support the view that people are a company’s main source of competitive advantage and this is where the employer brand strategy has most impact! The traditional siloed approach to managing the attraction, engagement and retention of talent is out of date and out of step with today’s candidate and employee needs. More needs to be done by organisations to facilitate cross functional leadership of the employer branding function to ensure a cohesive approach to talent attraction and retention. In more than one hundred events I have presented at I can only recall one finance director in the audience (from Nike!) – There is little wonder why one of the biggest challenges for employer branding leaders is to gain budget approval for their employer brand strategy! Employer brand leaders need to build awareness and capability in employer branding across the organisation rather than relying on only one or two leaders to manage the function. Latest employer branding global research Our global research at EBI over the past six years shows a clear trend of the human resource department being the dominant player in delivering the company’s employer brand strategy. Our 2014 study (see figure 1) found human resource departments the main custodian of the employer brand strategy (36% of companies). The 2014 study also found the traditional custodians of the corporate and consumer brands, the marketing department, is responsible for managing the employer brand in only 15% of companies. “The focus of future discussion should be on the skills, experiences and capabilities required to effectively deliver the employer branding function and the structure of the team that supports it.”
  • 4. Figure 1: Which department(s) is currently responsible for managing their employer brand? (>100% as more than one answer is possible) © Employer Brand International - 2014 Employer Branding Global Research Study The survey findings also show clear evidence that the leadership of employer brands is evolving into other functions. Interestingly, but importantly, the Executive Team (11%) up from 2% in 2009 and CEO’s (10%) up from 1% in 2009 are now responsible for the employer brand strategy. This suggests an increase in companies now deploying a more strategic approach to employer branding. In 34% of companies, teams of two or more departments from Human Resources, Marketing and Communication are responsible for managing the employer brand, compared to 31% in 2011. The responsibility for employer branding is becoming more fragmented with new specialised divisions for talent management and branding emerging driven by the growth in companies adopting the employer brand concept. However for many companies it still requires a dedicated focus, staffing and investment to optimise the benefits of a clearly defined strategy. Diversity in emerging markets EBI’s research shows in all regions except South Africa, UAE, Belarus, Russia and Ukraine the human resource function is the main driver of the employer brand strategy (see table 1). I believe the main reasons for this is because the employer brand concept is new to companies in these regions and the human resource function doesn’t have same profile and influence it has in developed markets such as USA, UK and Canada. From my discussions with leaders around the world there is disconnect between functions which contribute to managing the employer brand, resulting in an often dysfunctional approach and outcomes. The future challenge for human resource and marketing professionals around the world is their ability to influence the Executive about their role and responsibility in contributing to the development of the employer brand strategy and not just being part of its implementation. 1% 2% 2% 3% 4% 6% 9% 10% 10% 11% 12% 12% 15% 36% Information Technology (IT) Corporate Affairs Branding I don't know Communications Talent Management Directors Human Resources, Marketing & Communications CEO Executive team Human Resources & Communications Human Resources & Marketing Marketing Human Resources In 34% of companies, teams of two or more departments from Human Resources, Marketing and Communication are responsible for managing the employer brand, compared to 31% in 2011.
  • 5. Table 1: Inside the regional data - Departments responsible for managing the employer brand Top 3 responses - the % represents the highest response, 2 (2nd highest), 3 (3rd highest) Asia Australia New Zealand UK Canada/ USA Human Resources 55% 35% 73% 35% 53% Marketing 2 2 2 CEO 3 3 2 Directors 3 Talent Management 3 Human Resources & Communications 2 3 India South Africa Scandinavia South America UAE Human Resources 56% 2 40% 56% 2 Marketing 3 33% 2 Executive team 3 CEO 3 2 38% Talent Management 3 3 Human Resources, Marketing & Communications 2 Europe (other) Poland Turkey Belarus Russia Ukraine Human Resources 40% 31% 65% 2 3 Marketing 2 3 3 Executive team 2 Directors 2 Human Resources & Communications 2 3 2 Communications 3 Human Resources & Marketing 3 27% 25% 25% © Employer Brand International - 2014 Employer Branding Global Trends Research Study The rise of employer brand leadership According to indeed.com during the period 2009- 2013 there was more than a 300% increase in the number of employer brand manager positions advertised in the USA. Over the past five years I have been tracking, collating and analysing job descriptions for employer brand leader positions as vacancies have been advertised around the world. A review of the job and person specifications shows a diversity of approaches being taken by companies in recruiting employer brand leadership talent. What is consistent is the increasingly strategic nature of the role requiring professionals with experience and background in a number of functions which support the employer branding role. In appendix 1 I have included 26 samples of executive, senior leaders and managerial level employer branding positions to provide detailed insights into the profile of the professionals being recruited to lead the employer branding function. The companies include: 1. Facebook 2. Coca-Cola Hellenic 3. CEB 4. Linkedin 5. Bristol-Myers Squibb 6. EY 7. Marriott 8. Nike 9. Mars 10. Amtrak 11. IKEA 12. Google 13. Amazon 14. 3M 15. KPMG 16. Cargill 17. Ferrero 18. Verizon 19. Akamai Technologies 20. JP Morgan Chase 21. Wendy’s 22. Kinross 23. RBS 24. Liberty Mutual 25. Standard Chartered Bank 26. IHG
  • 6. The job specifications highlight the increasing role marketers and senior leaders are having in the management of the employer brand strategy. A strategic leadership function During my travels I have been fortunate to meet a number of exceptional employer branding professionals including Heather Polivka (UnitedHealth Group), Michael Holm (Lego), Stephen Fogarty (adidas group), Kerry Noone (Amtrak), René Herremans (Ahold) and Fabio Dioguardi (Ferrero). I have watched with a keen interest the careers of these employer brand leaders evolve over the past few years. What keeps these leaders at the top of their game whilst contributing to the evolution of the employer brand concept includes:  The ability to think strategically  The ability to influence executive leadership and across functional lines of the business  A global perspective in their approach to employer branding  Adopting the role of a company ambassador by travelling and sharing employer branding best practice outside their home country  The ability to build and nurture a global network of employer brand professionals  Ability to effectively build internal and external teams to deliver a cohesive employer brand strategy. Whilst I make no mention here of their capabilities in human resources, marketing or communications, the key issue is that each of these leaders has brought to the employer brand strategic leadership function their own unique skills, experiences and capabilities from a diversity of backgrounds. They have acquired the additional skills and capabilities in the key functions required to effectively manage their employer brand strategy and surrounded themselves with talent internally and externally to support them in their role. An analysis of employer brand leadership job and person descriptions over the past five years shows a diversity of approaches used by organisations when recruiting employer branding leaders (see table 2). The focus for the employer brand leader is on recruitment at companies such as Facebook, Amazon and KPMG. However companies such as Linkedin, Nike and Amtrak have adopted a holistic approach to employer branding across the total employment experience. History shows that companies transition towards a whole of business approach to employer brand management after two to three years of adopting the concept. This is consistent with how employer branding evolves inside a company as capability builds across the leadership teams as detailed in the Employer Brand Excellence Pathway (see figure 2). It is clear that with the increasing talent shortages around the world we will begin to see many more follow the lead of companies such as Google, IBM, Marriott, 3M and EY in reorganising staffing structures to leverage the value an employer brand strategy has on profitability and sustainability. Whilst there are company culture and structural issues in reorganising and implementing a holistic employer branding function if the trend of companies appointing employer brand managers continues as it is has in the USA, Europe and the UK there is no doubt the role of the employer brand leader will become more commonplace in places such as Russia, Brazil, UAE, Poland and Asia as companies in these regions seek the benefits gained from companies who are already three to five years into their employer branding journey. Too many companies view employer branding as a ‘project based’ or ‘add on’ function to an already overstretched human resource function and then complain about the lack of return on investment. We are still at a phase of first mover advantage with only 17% of companies having a clearly defined strategy (up from 14% in 2011). Those acting now still have time to ensure they will become top of mind in the employment choice for talent they seek to drive growth and profitability in possibility the most challenging economic times in history!
  • 7. Figure 2: Employer Brand Excellence Pathway
  • 8. How Employer Brand International is working to address the gaps To address the gaps in employer brand leadership knowledge and capability Employer Brand International launched the online ‘Certificate in Employer Brand Leadership’ to train leaders in developing, implementing and managing the employer brand strategy. Since 2011 leaders have participated in the program from countries such as:  USA  Australia  Netherlands  Sweden  Russia  Peru  India  UK  Turkey  Greece Leaders/managers participate in a monthly online face-face interactive lecture module and coaching/mentoring session. Leaders/managers can study in their own time and the learning resources are the industry’s most extensive training materials. Competency is measured through completion of a series of assignments. Further details about the program can be found at http://www.employerbrandinternational.com/#!training/c20x3 or by contacting Andrea Fielding at andrea@employerbrandinternational.com
  • 9. Table 2: The employer brand leadership function Responsibilities/Experience Focus Requires Qualification Years’ experience Company HR Recruitment recruitment marketing, Communications Public relations Marketing Media Brand Consulting Social media Events Candidate experience recruitment Engagement Retention 3M        3-5 Akamai Technologies     10 Amazon      n/s Amtrak          n/s Bristol-Myers Squibb       8 Cargill           8 CEB       7 Coca-Cola Hellenic      n/s EY     6 Facebook       10 Ferrero         3-5 Google       n/s IHG      n/s IKEA        n/s n/s - non-specified
  • 10. Table 2: The employer brand leadership function (continued) Responsibilities/Experience Focus Requires Qualification Years’ experience Company HR Recruitment recruitment marketing, Communications Public relations Marketing Media Brand Consulting Social media Events Candidate experience recruitment Engagement Retention JP Morgan Chase        5 Kinross     8-10 KPMG      5-6 Liberty Mutual      7-10 Linkedin     8-10 Marriott           2-4 Mars       n/s Nike         5-7 RBS      n/s Standard Chartered Bank       n/s Verizon         10 Wendy’s      10 n/s - non-specified
  • 11. About the author Brett Minchington MBA, Chairman/CEO of Employer Brand International is an International strategist, corporate advisor and educator (www.brettminchington.com) who has trained leaders in more than 51 cities in 30 countries. His latest book “Employer Branding & the new world@work” and other titles are available at www.collectivelearningaustralia.com Connect: brett@employerbrandinternational.com http://www.linkedin.com/in/minchington https://www.facebook.com/brett.minchington https://twitter.com/brettminch For Brett’s full profile please visit http://brettminchington.com/about-brett.html .
  • 12. Certificate in Employer Brand Leadership About Employer Brand International EBI provides research, advisory and thought leadership in employer branding through strategic consulting, conferences/training, publications, research and global think-tanks. EBI’s expert services are provided through an international network of expert employer brand Senior Associates. EBI’s Global Advisory Board consists of leading corporate professionals and academics from around the world. Why choose to study the Certificate in Employer Brand Leadership? • Study for an in demand leadership skill • Case study approach to support theoretical frameworks • Real world application • Flexible study options • Supportive learning environment • Access to the world’s most extensive employer branding learning resources • Alumni support 1. Since 2007 EBI has trained thousands of managers in employer branding in more than 50 cities in 28 countries. 2. Access to an employer branding global community of 3500+ members. 3. Course is supported by world class learning resources including books, handbooks and global research reports. 4. The first course of its kind offered in partnership with educational institutions, business and the community. 5. Accredited by EBI 5 QUICK FACTS Enrol Today! www.employerbrandinternational.com
  • 13. WELCOME FROM THE CHAIRMAN/CEO Welcome to the Certificate in Employer Brand Leadership Course – a contemporary leadership program for managers around the world. Since 2007, Employer Brand International has conducted training for thousands of managers in employer branding in more than 50 cities in 28 countries since 2007 including Australia, Belgium, Denmark, France, Germany, Italy, Russia, UAE, UK, and the USA. Employees are fast becoming central to the process of brand building and their behavior can either reinforce a brand’s advertised values or, if inconsistent with these values, undermine the credibility of your messages. Employer branding is a whole of business concept concerned with the attraction, engagement and retention initiatives targeted at enhancing your company’s employer brand. The contest amongst employers to attract and retain talented workers takes place in a world where changes in the political, economic, social and technological environments and concerns about a company’s environmental footprint is driving widespread change in employment patterns. Today, competition for the best employees is as fierce as competition for customers and market share. The course brings together a talented team of academics, strategists and corporate leaders to create an inspiring learning experience in the growing field of employer branding. Our emphasis is on assisting you to develop leadership, communication, problem solving and team building skills, which will enable you to better understand and deal with the complex issues of management in a changing business environment. In selecting students we look for high quality people with the potential to not only benefit but also contribute to the learning experience. Whilst practical in orientation, your learning experience will include networking with like minded professionals around the world to support a solid theoretical grounding in employer brand leadership. Organizations that can attract and retain the best minds by leveraging a unique, relevant and distinctive employer brand will have a competitive edge in the marketplace. We look forward to welcoming you and wish you the very best with your studies. Brett Minchington Chairman/CEO Employer Brand International PROGRAM STRUCTURE CORE MODULE A THE BUSINESS CASE FOR EMPLOYER BRANDING Study Unit 1: The Fundamentals Of Employer Branding (EBLFU) CORE MODULE B BEST PRACTICE IN EMPLOYER BRANDING Study Unit 2: Employer Brand Leadership Principles & Practices (EBLPP) Study Unit 3: Employer Brand Strategic Management (EBLSM) Study Unit 4: Employer Branding Mapping & Competitor Analysis (EBLCA) Study Unit 5: Employer Brand Analytics & Reporting (EBLAR) Study Unit 6: Contemporary Practices in Employer Branding & Social Media (EBLSM) Study Unit 7: Employee and Customer Experience (EBLCE) CORE MODULE C THE FUTURE FOR EMPLOYER BRANDING Study Unit 8: Employer Branding Social Responsibility (EBLSR) Study Unit 9: Future Trends in Employer Branding (EBLTD) Study Unit 10: Employer Branding Case Study Analysis (EBLCS) HOW TO APPLY Apply online at www.employerbrandinternational.com or to enquire please email Andrea at: andrea@employerbrandinternational.com Please direct all course enquiries to: Ms Andrea Fielding P +61 8 8443 4115 F +61 8 8443 4149 ALUMNI SUPPORT The EBI Employer Branding Global Community is an important part of the life and community of the School, as it forms an integral part of the School’s business relationships. The network is diverse, including students and graduates who work and live locally, interstate and overseas. With more than 3500 members, the EBGC supports members in various ways: • Fostering global networking opportunities • Informing the business community of latest trends in employer branding www.employerbrandinternational.com
  • 14. Appendix Employer Brand Leader - Job and Person Specifications
  • 15. Global Recruiting Programs Manager- Facebook Location: Menlo Park, CA Facebook was built to help people connect and share, and over the last decade our tools have played a critical part in changing how people around the world communicate with one another. With over a billion people using the service and more than fifty offices around the globe, a career at Facebook offers countless ways to make an impact in a fast growing organization. Facebook was built to help people connect and share, and over the last decade our platform has played a critical part in changing how people around the world communicate with one another. With over a billion people using the service and more than fifty offices around the globe, a career at Facebook offers countless ways to make an impact in a fast growing organization. Recruiting is a core strategic driver of Facebook’s success. We have a world-class team working together to help drive our ambitions and scale to the next level. We are looking for a Global Recruiting Programs’ Manager based in Menlo Park, CA. This full time position reports directly into Facebook’s Head of Global Recruitment and will lead a small, talented team of events and branding specialists. This person will be responsible for shaping recruitment branding, events and candidate experience strategy across university and experienced hiring for our global Engineering and Business teams; and executing this strategy through our recruiters on the ground, globally. Responsibilities  Drive development and rollout of Facebook identity as an Employment Brand.  Working with the Recruitment team, develop and execute recruitment marketing programs that allow Facebook to achieve its significant experienced hire, graduate & Intern recruitment targets.  Develop and implement a strategy to raise Facebook’s image as an employer of choice, including media, recruitment advertising, events, internet marketing.  Contribute ideas/content to core external communications channels, including the careers pages of Facebook, marketing brochures, fact sheets, job descriptions.  Develop architecture for Global Calendar of Events & help select/design events that meet Employment Brand guidelines and business growth plans (less events/higher quality approach)  Facilitate best practice program sharing and event efficiencies for events’ teams globally.  Review, refresh and continuously improve Facebook’s candidate experience.  Become a contributing member of the Recruitment Leadership team that effectively embodies and promotes the culture and values of Facebook, and lead the team to do the same. Our core values consist of the following: Be Bold, Move Fast, Focus on Impact, Be Open and Transparent, and Build Social Value. Requirements  10+ years’ experience and recognized domain expertise in recruitment marketing, candidate experience, branding and events.  A passionate belief in the social benefits of the Internet and Facebook, in particular.  Excellent interpersonal and communication and leadership skills.  Demonstrated track record of building strong working relationships at all levels, across functions and geographic boundaries.  Evidence of partnering with external Partners, Marketing, Events and other internal functions to create impact.  Global perspective and proven understanding of business marketplace and acute business acumen.  Program, project and budget management excellence teamed with analytical/problem solving skills.  Flexibility to adapt to changing business situations.  Track record of being a strategic partner to clients driving recruitment marketing strategy.  Proven track record of successfully launching large-scale, global recruiting marketing campaigns  Recognized as a culture carrier in Recruiting and HR
  • 16. Employer Branding Specialist / Officer – Coca-Cola Hellenic Location: Belgrade CANDIDATE’S PROFILE: Essential  University degree – preferably in Communications, Marketing or Organizational Science  Proficient level in MS Office  Excellent command of English  Understanding of possibilities and restrictions of social media  Personal attributes:  Strong organizational and interpersonal skills  Analytical, explorative and open thinking approach to problems Desired:  Active involvement in student organizations and projects during studies  Experience in creating projects, presentations, trainings and workshops  Experience in developing and activating social media campaigns Job Description The chosen candidate will be part of our recruitment team and will be responsible for organization and execution of Coca-Cola Hellenic employer branding activities. He/ She will:  Plan, organize and execute projects, campaigns and activities for communicating and positioning Coca-Cola Hellenic as desirable employer in Serbia  Create and implement communication plan for employer branding purposes, with emphasizes on executing social media campaigns  Ensure timely and effective advertising of new job posts  Improve and suggest new campaigns, projects, communication channels and activities in order to ensure continuity of preferred employer status and to attract best candidates for hiring.  Manage partnerships and cooperation with academic sector, student organizations and other institutions  Plan, organize and execute employer branding events Coca-Cola Hellenic is one of the leading non alcoholic beverages producers in the Europe. Employing over 44.000 people, Coca-Cola Hellenic supplies soft drinks to more than 550 million consumers across 28 countries, covering a wide geographical range – from Western Europe to Eastern Russia and from Estonia to Nigeria. Company produces, sells and distributes the world leading brands of The Coca-Cola Company, serving 8 billion litres of products to customers every year. Coca-Cola Hellenic is an employer who gives equal opportunity for employment regardless of the gender, race, age, sexual orientation, political opinion, marital status, and religion, ethnic or national origin. The time is now. Do not send any original certificates or degrees. Incomplete applications will not be taken into consideration. Only short-listed candidates will be contacted. All applications will be handled with absolute confidentiality. No telephone or personal inquiries will be accepted.
  • 17. Director, Employment Branding - CEB What Is the Employment Brand Director Role? The Employment Brand Director will lead the effort in developing and delivering CEB’s global employment value proposition to our target audience. As part of the Global Communications & Engagement Team, and in partnership with Talent Acquisition, the Employment Brand Director will contribute to the development and execution of global strategies with the ultimate goal of branding CEB as the employer of choice in order to attract candidates to the firm. This includes identifying new channels for attracting and sourcing top talent, executing large-scale initiatives and creating employment brand campaigns through our digital platforms He or she will also create and manage programs and original content that promote CEB’s employment brand amongst current staff, potential candidates, and other external communities, as well as develop initiatives that help recruiters to sharpen communications with candidates to properly represent CEB brand, strategy, and operations. What Are the Key Responsibilities?  Develop and execute a scalable global strategy for employment brand across all internal and external channels.  Identify new opportunities for innovative recruitment marketing programs and build the business case to implement them.  Utilize best practices to manage the CEB Careers website, LinkedIn page, Facebook page, and Twitter accounts and engage relevant audience segments with CEB content and careers.  Develop content and messaging for key talent segments and implement globally.  Create and manage execution of global sourcing events to engage candidates, Manage and expand the CEB Staff Alumni network and associated programs to engage former employees.  Engage and educate current CEB staff to establish informed ambassadors for our brand and our talent acquisition initiatives, including internal referral campaigns.  Enable recruiters to leverage the employment brand with the development of messaging, training resources, brand standards, and other tools.  Partner with cross‐functional teams to secure necessary resources and approvals. Qualifications What Are the Basic Qualifications? Bachelor’s degree  7+ years of experience within a recruiting function and/or in a progressive marketing and communications function.  Strong experience with online media, including social media platforms, and the ability to select the most effective media/online tools to support recruiting and business outcomes. What Are the Preferred Qualifications?  Experience in a role managing the intersection of recruiting and employment brand.  Successful record of delivering company‐wide employment branding for geographically distributed teams.  Strong business acumen; ability to understand the key drivers and dynamics behind talent strategies, and to link marketing activities to them.  Ability to select and evaluate correct metrics to ensure the effectiveness of all initiatives  Proven project management skills that encompass the entire lifecycle of multiple projects, with competing demands, and within defined timeframes.  Experience creating and implementing communication strategies in association with large-scale projects.
  • 18.  • Ability to work effectively within a highly collaborative and interconnected environment, bringing projects to goal through influence of, and partnership with, cross-functional stakeholders.  Creative and innovative thinker; ability to approach opportunities and issues and generate ideas that inspire new directions and exciting outcomes  Proven communication skills, including writing for the web.  Experience developing and maintaining effective relationships with a broad group of stakeholders, including senior executives in order to foster trust and partnership  Superior professionalism, discretion, judgment and grace under pressure. Why Should I Be Interested?  Unique opportunity to grow a global talent brand for a company distinguished by its transformative impact on the world’s leading companies.  Ability to work with and learn from truly exceptional colleagues.  Participate in structured professional training and development opportunities.  Work in an environment characterized by a Spirit of Generosity, where senior leadership encourages staff to give back and make an impact on the communities in which we live and work CEB (NYSE: CEB), the leading member-based advisory company, equips more than 10,000 organizations around the globe with insights, tools and actionable solutions to transform enterprise performance. By combining advanced research and analytics with best practices from member companies, CEB helps leaders realize outsized returns by more effectively managing talent, information, customers and risk. Member companies include approximately 85% of the Fortune 500, half the Dow Jones Asian Titans, and nearly 85% of the FTSE 100. CEB is an Equal Opportunity Employer committed to diversity in the workplace.
  • 19. Senior Manager, Global Employment Brand - Linkedin Location: Mountain View, CA (San Francisco Bay Area) Are you passionate about social networking using LinkedIn, helping employees become brand ambassadors and can happily operate in a scrappy, start-up culture in Silicon Valley? Then keep reading… LinkedIn is searching for a seasoned senior employment brand expert with 8-10 years experience (specifically in Employment Branding) to build on the foundational strategy of our employment brand program and extend it globally. The ideal person will evolve our employment brand program by developing a comprehensive global employee life-cycle strategy and then identify key departments internally to partner with in order to continuously execute. Current internal stakeholders include (but not limited to): Leadership and Talent, Recruiting, HR, Engineering, Corporate Communications, Social Media, Global Sales, Facilities and international teams. Although we believe in the power of LinkedIn’s ability to transform careers and our values as a company, we are grounded by data and cultivate a very metrics—centred company, so you should be able to prove with data the effects of our strategy against the goals. This position is open effective immediately and is based in sunny Mountain View, CA. Duties and Responsibilities:  Develop and execute an overarching Global Employment Brand strategy (based on the life-cycle of employees) and create the positioning and messaging strategy.  Identify internal SMEs (Subject Matter Experts) that will be your internal partners (such as Culture, Environment/Facilities, Corporate Communications, Engineering, and Global Ambassadors) to identify/co-create the touch-points and opportunities to re-enforce our employment brand message.  Help with the definition/execution as appropriate and where bandwidth allows.  Develop an ROI measuring dashboard for all efforts so that we understand impact and can refine/optimize program. Relevant Experience:  8- 10 years experience in employment branding; with extensive track record of developing comprehensive global employee life-cycle programs, identifying all major touch-points and crafting the cohesive story that fosters brand ambassadors.  Strong presentation and public speaking skills; a strong presence, excellent verbal and written communication skills.  Excellent project management skills and ability to work well under deadlines and across time zones.  Experience in vetting external creative agencies and strong negotiation skills. Success Factors:  Hands-on, roll-up-your-sleeves hard worker and self-motivator.  Commitment to collaborate, working with the best minds to find the best solutions.  A good balance of strategy (see the BIG picture) and execution.  A “raise-the-bar” mentality.  Ability to thrive in a start-up environment. Comfortable working in ambiguous environment.  An effective writer who can clearly, concisely and persuasively communicate the value proposition of LinkedIn to employees.  A quick study; fluency with LinkedIn’s products with the ability to give a site-tour is key.
  • 20. Associate Director, Employer Brand & Employee Value Proposition (EVP) - Bristol-Myers Squibb The Associate Director, Employer Brand and Employee Value Proposition is the steward of our BMS Employer Brand supporting the acquisition, engagement and retention of world class talent. Key responsibilities include: Brand Strategy & Execution:  Developing a global brand strategy.  Evolving and implementing BMS' global brand reflective of the evolution and diversity of our company.  Creating innovative marketing campaigns which create awareness and drive attraction utilizing our BMS career sites, related technologies, social media and other marketing channels to promote BMS as an employer of choice; maintaining control of the brand while effectively partnering with local teams to multiply brand efforts.  Developing plans for branding, marketing strategy and tactics in support of critical business initiatives.  Leading analysis of branding tactics to assess effectiveness and inform decision making on future investments and areas of opportunity. Social Media:  Content owner for LinkedIn platform and BMS career site.  Acting as a catalyst to create employees as brand ambassadors.  Supporting recruiter effectiveness with tools and resources. Agency Management:  Driving the creative direction on all EB collateral in partnership with BMS Studio. Vendor Management:  Managing vendor relationships such as Jibe, LinkedIn, RPO partners, multiple media providers and other vendors BMS partners with to promote our employer brand. Qualifications The successful candidate will have the following experience and capability:  Bachelor's degree in Marketing, Business or other related field or equivalent experience.  Eight years of marketing experience with a focus on employment branding.  Experience with brand insights, research, focus groups, surveys, brand value propositions and positioning, brand creative, assets and messaging, website content, SEO, planning, campaigns, collateral, events, social media and communications.  Demonstrated ability to extract key insights to inform and develop a strategy, and then mobilize organizational resources to execute that strategy.  Demonstrated experience translating their ideas into tangible outcomes with measurable impact.  Strong project and time management skills; can lead multiple projects simultaneously with ability to prioritize varying deadlines.  Demonstrated effectiveness at building partnerships and ability to influence up, down and across the organization. Bristol-Myers Squibb is an equal opportunity employer - M/F/Vet/Disability
  • 21. EY Employer Branding Manager (Located In Shanghai, Hong Kong or Beijing) Right now, you're a high performer. You'd like the opportunity to become a leader in your profession. As an Employer Branding professional at Ernst & Young, you'll work in a high-performing and inclusive environment that offers you great opportunities to develop an interesting and fulfilling career. As a valued member of our Asia-Pacific People team you'll help develop our regional Employer Branding strategy lead the execution of the strategy in Greater China (Hong Kong, Mainland China and Taiwan). Reporting to the Asia-Pacific Employer Branding Leader and working as part of both the regional and Greater China teams, you’ll be responsible for developing marketing tools and campaigns to support talent attraction with a strong focus on Campus hires. You’ll be someone who stays abreast of the latest trends in digital/social technologies and can leverage this knowledge to help our teams succeed in attracting and hiring the best candidates for Ernst & Young. You'll also implement programs to drive internal brand engagement. This is a unique opportunity to take initiative and further develop your expertise in employer branding. In this hands-on role you will:  Project manage the development and localisation of recruitment marketing toolkits and collateral in partnership with key internal stakeholders and external suppliers, rolling out tools for Greater China and ensuring their effective and coherent use  Develop innovative campaigns that build and enhance awareness of Ernst & Young’s employer brand on campus and support the local recruitment teams to execute on campaigns.  Implement the digital/social media strategy, monitor posts and manage our online communities using audience engagement tactics  Support the roll out of Global employer branding programs in Greater China and work on regional projects as required  Implement internal brand engagement activities  Manage the Greater China Employer Branding budget  Drive employer branding activities and consistency in recruitment marketing communications across the Greater China in conjunction with the regional team and local marketing and recruitment stakeholders Our success is built on the drive and commitment of our people. We'll give you access to leading professional development opportunities. We'll recognise your talent and your skills and reward you for them. We're looking for:  A marketing degree, 6 years + marketing experience (agency or in-house) with a strong understanding of brand principles  Experience in working with external marketing vendors including delivering briefs and managing the creative development process  A track record in developing social media marketing campaigns and driving community engagement  Solid skills in writing and editing effective content in both English and Chinese  Meticulous attention to detail and project management skills with the ability to handle multiple task and priorities  A proactive approach, and exceptional consultative and influencing skills  Working knowledge of the Mainland China market  Fluency in both English and Mandarin  Knowledge of recruitment operations and candidate trends will be highly regarded Your flexible, organised and collaborative team approach will be highly valued in working with this diverse internal client group. At Ernst & Young you'll discover what it is like to perform at your best.
  • 22. Employer Brand Manager - Marriott International Are you ready to explore bran new challenges in employer branding? In US? At Marriott you can make it happen – with opportunities for building new skills, co-workers who share your enthusiasm and clear career paths that offer experience for growth and promotion. Whether you are a seasoned hospitality professional or just beginning to plan your career. Discover more about Marriott Marriott International Headquarters, located at 10400 Fernwood Road, Bethesda MD 20917, is currently hiring for an Employer Brand Manager. As a key member of the Global Employer Brand team, the Employer Brand Manager will play an integral role in positioning and promoting Marriott International as an employer of choice in every market where we operate around the world. The Global Employer Brand team, a brand marketing team within the HR Talent Acquisition Center of Expertise, is focused on supporting Marriott International and its portfolio of brands in acquiring, engaging and retaining world class talent. Job Summary: The primary objectives of this position include:  Leading Employer Brand Projects: Leading specified projects from the development of strategy through to the execution of programs in the marketplace.  Brand Building Initiatives: Supporting the Global Employer Brand team in rolling out creative campaigns globally as well as through market-based country-specific execution.  Social Media Initiatives: Supporting the Global Employer Brand team in pursuing Marriott’s social media strategies globally; planning and delivering compelling content and ensuring that we are reaching our target audiences in those channels/communications where they are looking for career information.  Performance Measurement: Serving as the team lead in reporting to the organization on project performance versus identified target metrics. Desired Skills & Experience Skills and Attributes:  Collaborative; team player  Immersive attitude toward target audiences; passionate about wrapping oneself up in target audience insights to drive toward creative solutions  Highly organized and able to handle multiple priorities at any given point in time in order to deliver results  Creative and innovative thinker; ability to approach opportunities and issues and generate ideas that inspire new directions and exciting outcomes  Strong business acumen; integrates and balances priorities, work activities and resources for the benefit of multiple key stakeholders  Strategic thinker; processes information through a strategic lens with the ability to recognize connections between project objectives and those of the broader organization  Comfortable with complexity, ambiguity and change  Trustworthy with strong business integrity and ability to hold sensitive information in confidence  Exhibits ability to lead projects by establishing credibility necessary to partner with client teams to formulate project direction and provide clear path forward recommendations  Analytical; is adept at distilling a set of data and translating findings into innovative, profitable, executable, and operationally feasible solutions  Develops and maintains effective relationships with a broad group of stakeholders in order to foster trust and partnership
  • 23. Education:  Bachelor’s degree in Marketing, Business or related field required, MBA degree in related field a plus Experience:  Minimum 2-4 years of professional experience in brand management, marketing strategy, creative development and/or product management with expanding responsibilities  Experience with social media strategy and execution  Understanding of and experience in agency partnership to design and rollout campaigns Experience in employer branding, human resources or internal communications a plus, but not required
  • 24. Employment Branding Manager - Nike Job Location: Portland As a member of the Employment Branding Team, you will create the desired perception of Nike's unique and rewarding employment experience and cultivate meaningful relationships with talent. This team is responsible for conducting research, setting strategy and creating the employment value proposition in order to articulate Nike's Employment Brand to both internal and external audiences. Responsibilities Include:  Participate in the business planning and budgeting in the development of communications strategies. Manage the execution of communication strategies by managing resources (internal and external).  Develop communications strategies/plans that identify business goals to be achieved, measurable objectives, audiences, messaging, creative concepts, communications channels, communications cadence and metrics. Outline and continually update project plans; timelines and delivery calendars; and communications materials.  Develop ongoing relationships with business partners across a range of Nike HR and business functions including Product Creation, Retail, Sales and Commerce, and others to assist with delivery of strategic communications plans, messaging and products. Coordinate project deliverables and act as a liaison to technical communications team and others.  Develop and execute messaging for internal communications. Write and edit content for intranet, HTML email, executive and department presentations and internal announcements. Ensure that a thorough review, editing and updating process is followed for all communication.  Develop and utilize an array of existing channels and tools and emerging technology to deliver global messaging.  Assist with event and meeting production, external-facing web content and media relations as needed. Qualifications  Bachelor's degree in Communication, Public Relations or related field and a minimum 5 years' experience2 additional years' experience in lieu of a degree Experience working in an Internal Communications, Employee Communications or Public Relations role  Media background a plus  Advanced writing and advanced desktop publishing - basic ability to adapt and use graphic elements in communication (PowerPoint, Word Documents, etc.)  Basic experience with video production for the web (script, shoot, edit)  Experience working with social media and non-traditional forms of communications  Solid presentation building and public speaking  Knowledge of or experience using social media platforms for communication  Web experience (can create basic web pages and HTML email)  Experience using web-based meeting applications  Experience working with global and remote groups Benefits You probably know we have a pretty generous benefits package, but here's the highlight reel: a stock purchase plan, matching 401(k) retirement plan, on-site sports complex, childcare and full health insurance. There's not room here to mention every benefit we offer, but hopefully that'll give you a sense of how we take care of our own. We're interested in learning more about you and appreciate you taking the time to apply online. Nike, Inc. is an equal opportunity employer (EOE) that strives to create a diverse workforce and an inclusive culture.
  • 25. NIKE, Inc. is committed to employing a diverse workforce. Qualified applicants will receive consideration without regard to race, color, religion, sex, national origin, age, sexual orientation, gender identity, gender expression, veteran status, or disability. Consumer Marketing: What We Offer Consumers make the decisions. At Nike, our job is to know what motivates and inspires them. We put consumers at the center of everything we do whether it’s in Brand Marketing or Global Communications. In Brand Marketing, we communicate one of the most recognized brands in the world. Our mission is to drive connections with consumers through a variety of channels. In Global Communications, we are committed to creating deep, credible and authentic connections with consumers, employees and stakeholders through inspiration, innovation and the growth stories of our brands and the Nike, Inc. portfolio throughout the world. Learn more about the many jobs in Brand and Consumer Marketing with Nike today.
  • 26. Employer Brand Manager - Mars Corporate Purpose of Job Support CIS business growth by building a strong One Mars Employer Brand in CIS region (externally as well as internally) in order to attract and retain best right talent. Business across CIS: Mars Chocolate, Mars Petcare, Mars Food, Wrigley, Royal Canin, OKF Korkunov Principal responsibilities: • Act as centre of expertise on Mars Employer Value Proposition and Brand promise. Acts as guardian of EVP across CIS to ensure One Mars Voice across the region to external and internal target audiences; provide recommendations on EVP and communication strategies to all Mars segments and business units in CIS. • Develop and implement One Mars Employer Brand vision and strategy for all CIS business units and translates global activities were appropriate • Establish and control brand standards (i.e. Best Employer Ranking position) and recommend actions for improvement. • Develop and implement Employer Brand Communication strategy. Prepare and gain approval for launch & annual brand plans supported by brand communication and promotional programs and expenditures budgets. • Identify, gain approval and manage brand development projects which will satisfy target audience needs. • Manage all aspects of Brand communication. • Performs other responsibilities as assigned if they are not in contradiction with this Job Description. Requirements: • Higher education • Fluent English • Minimum 3 years of experience in HR or Marketing • Excellent communication skills • Project management skills Location Russia, Moscow and region Moscow Functional Area Human Resources Job Description Available in Pусский
  • 27. Employment Branding Program Manager- AMTRAK Job Snapshot Location: Washington, DC 20002 (map it! Map it!) Job Type: Human Resources Education: 4 Year Degree Amtrak is America’s Railroad. Amtrak is also transforming. Are you ready to be a leader of transformation? Led by an inspirational and innovative CEO and a dynamic Executive team, Amtrak is driving change throughout its business and focusing on first class customer service, operational excellence and employee engagement. To spearhead the transformation, Amtrak needs a driven, focused and engaging Employment Branding Program Manager as a change agent to work in Washington, DC, Philadelphia, PA or Wilmington, DE. If you are interested in making a real difference, challenging yourself and your organization, and growing personally and professionally we encourage you to “Come on Board" and join the Amtrak transformation as an Employment Branding Program Manager. The Employment Branding Program Manager will report into the Leader of Talent Acquisition and Employment Branding at Amtrak. This will role will define and articulate the vision, strategy, priorities and plans for Employer Brand and Sourcing Channels, ensuring they are clearly understood by all relevant stakeholders. Enable the frontline delivery of products through securing business sponsorship/buy-in; effective training etc. Continuously improve, and track and report on, the effectiveness, efficiency and bottom line impact of sourcing channels, and employer brand strategies and products, through the use of structured metrics & benchmarking. Overall management of global Employer Brand and Channel vendor supplier relationships, ensuring quality of service and value for money, influencing how suppliers develop products, as appropriate. Senior point of escalation for exceptional and ‘out of policy’ queries relating to Employer Brand and (Sourcing) Channel Management. Direct and control the management and development of the Employer brand and EVP, ensuring that all talent acquisition products and communication activities are aligned to and reflect the employer brand. Develop and ensure delivery of a comprehensive channel management strategy to attract the world’s best talent (combining classic recruitment channels with cutting edge virtual and video tools/techniques), providing the framework for the sourcing manager to deliver against. Provide thought leadership, solutions, consultancy and advice to key internal and external stakeholders, Talent Acquisition Team; senior leaders in HC and the Business Employer Brand and Channel related vendors; other external bodies, as required. Requirements Qualified candidates must understand that safety is above all else, the customer comes first, a passion to make a difference, and a willingness to lead positive change and employee growth. A Bachelor’s degree in business and marketing, and/or human resources is required. Must have Talent Acquisition knowledge and experience. Additionally, the following is required: • Deep marketing expert: in-depth experience of marketing and branding at a strategic level, with proven experience of successfully developing and implementing best-in-class company-wide employer branding and communication strategies and initiatives. • Visionary thinker; able to see the ‘big picture’ and think both practically and conceptually, whilst simultaneously working on the details. • Excellent marketing, written and verbal communications skills; proven success in writing and delivering copy, strategy papers, frameworks, terms of reference and other project documentation, etc. • Strong influencing skills, enabling the role holder to quickly build credibility and gain a seat at the table with key stakeholders (senior leaders, suppliers etc).
  • 28. • Business acumen / insight, and a pragmatic, customer-focused approach. • Strong consultative and negotiation skills combined with the ability to successfully manage internal politics. • Experience working in a complex matrix, across multiple geographies, dealing with demanding and fast-paced client groups, successfully building / managing sustainable relationships with teams, customers, suppliers, senior managers and other stakeholders. • Sound financial and commercial management skills, including experience in managing budgets. • Proven delivery capabilities - track record of setting a clear strategy and agenda, identifying key work packages and milestones, multi-tasking, prioritizing and delivering against work packages / milestones (in the short and long term). • Proactive, problem solving approach combined with a willingness to challenge in order to deliver business results. • Successful track record in coaching, leading and engaging people at all levels. Amtrak offers a competitive benefit package and salaries commensurate with experience. Qualified candidates are encouraged to email their application to [Click Here to Email Your Resumé]. Amtrak is an equal opportunity employer committed to employing a diverse and inclusive workforce THE SAFETY OF OUR PASSENGERS, OUR EMPLOYEES, THE PUBLIC, AND OUR OPERATING ENVIRONMENT IS OUR HIGHEST PRIORITY!
  • 29. Employer Branding and Recruitment Manager- IKEA Group North West Moscow, Khimki Job description In this position you will be accountable for steering employer branding and recruitment processes in a dynamic organization with more than 7000 employees. You will report to the Country HR Manager and supervise in- store recruiters from central office prospective. This position will require you to think strategically and long-term while at the same time it is a hands on role with strong operational involvement. You will have direct impact on the business by playing an integral role in positioning and promoting IKEA as employer of choice in Russia and therefore supporting further growth of the organization. The main responsibilities are: • Implement and further develop attraction and selection strategies to meet our short and long- term business needs; • Enhance IKEA’s employer brand through integrated and creative HR marketing activities both internally and externally; • Secure that media used in contact with internal and external audiences is in line with Employer Branding and Recruitment strategies; • Drive continuous improvement of recruitment quality by developing recruitment competence as well as processes and tools throughout the organization; • Ensure that recruitment process throughout the organization is efficient, cost-effective, executed in accordance with IKEA’s policies and in line with yearly budget; • Partner with Super Users of Application Tracking System to ensure that it is utilized properly to manage candidates life-cycle and to maximize automation of the process; • Take a lead in Employer Branding & Recruitment related projects on country level; • Be accountable for recruitment budget; • Identify, measure and report KPIs that guide our business decisions around employer branding, recruitment and retention activities; • Feel the pulse of labor market situation through researches, networking, benchmarking with competitors, participating in professional communities etc.; • Be an active contributor in HR initiatives and activities or other related matters. Desired Skills and Experience To be successful in this role you should have: • Solid leadership experience as well as HR competence, preferably within employer branding and/or recruitment area; • Broad market knowledge and expertise in wide range of recruitment practices; • Project & vendor management experience; • Ability to handle multiple projects simultaneously while meeting deadlines; • Ability to engage senior stakeholders and leverage relationships for success; • Strong interpersonal communication skills; • Analytical and problem solving skills; • Ability to grasp new technologies; • MS office proficiency and English fluency.
  • 30. As a person have a passion for people. You are positive and social individual that is self-driven and can work independently. You are responsible and result oriented person who is not afraid of new and challenging tasks. You are a “doer” and find pleasure in finding your ways of doing things. We consider applicants only with citizenship of Russian Federation or Republic of Belarus. We kindly ask you to apply in English. About this company IKEA has its roots in Småland, historically one of Sweden’s poorest regions, so hard work and economizing with resources have always been part of our heritage. We’ve been making a lot out of very little for more than 60 years. Throughout the years, we have been fortunate to attract highly skilled and motivated co-workers who have made IKEA one of the most successful home furnishing companies in the world. Finding and encouraging talented people who share our values is a strong focus for us. Togetherness is important. We can always get a helping hand from colleagues. We take responsibility and learn from our mistakes and share experience and knowledge with each other. Now we have around 131,000 co-workers all over the world with a great mix of nationalities and 40% of our top 200 managers are women. .
  • 31. Employer Brand Manager, Google Location: London, UK Have you ever been part of a world class HR team working in support of achieving stretching and exciting business goals, for passionate highly talented people who have a real thirst for development? Google puts its Employer Brand at the heart of its proposition to its people and those that it seeks to recruit. We believe we are successful because we have an innovative culture. As we grow we want to ensure that our very special culture is not diluted. In order to do this we have developed a new position for a talented OD or HR practitioner - Employer Brand Manager. Responsibilities:  Assessing the Google culture and ensuring that it is ingrained in all offices across EMEA.  Working with all of the people processes to ensure that all are supportive of the Google values and culture.  Working specifically with new offices and on integration issues to support the establishment of the Google culture in new areas.  Owning the Happiness Survey (our annual employee attitude survey) plan at EMEA wide level and supporting local country implementation.  Working with staffing programmes to help define and instil the Google brand in all recruiting activity.  Working with individual senior teams to help ensure behaviours are aligned with the culture.  Being involved as necessary with a number of specific learning and development processes. Requirements:  Educated at least to a degree level.  Extensive consulting/OD or HR experience.  Commercial and business acumen & an ability to analyse business trends & prioritise.  Proven experience of managing multiple projects in a fast-paced environment, with the ability to work to tight timescales in an ambiguous environment.  A self-starter with excellent interpersonal and communication skills and a passion for employer branding.  Proven ability to manage and influence people not under their direct line management.  A track record of excellence and recognition by the business.  Experience of best practice in other organisational contexts.  Demonstrably a source of innovative thinking and fresh ideas  1+ non-English European language(s) preferred.  Fun, outgoing and friendly personality a must.  Flexible to travel in Europe - and occasionally to the US - as required to meet role objectives. Please note only candidates with EU work authorization will be considered.
  • 32. Employer Brand Manager - Amazon Location: US-WA-Seattle Have you ever wondered what it would be like to develop your own program with the backing of a Fortune 100 company? This is an exciting opportunity for someone who wants to have a global impact on a company seeking to hire the best and brightest talent in the world. Amazon is seeking a brand-obsessed, delivery- oriented program manager to join our Global Recruiting Services team. You will lead the effort in developing and delivering our global employment value proposition to our target audience. The Employer Brand Program Manager will contribute to the development and execution of global strategies with the ultimate goal of branding Amazon as the employer of choice. You will work on projects that have a global impact by partnering across the business. These will include PR opportunities, identifying new channels for attracting top talent, candidate experience, and new employer brand campaigns. Responsibilities will include: • Delivering scalable employer branding and recruitment marketing to the Global Talent • Acquisition organization, on time and on budget • Identifying new opportunities for innovative recruitment marketing programs and building the business case to implement them • Partnering with cross-functional teams to secure necessary resources and approvals • Analyzing the ROI of existing programs or proposed new programs including campaign management • Working with the global recruitment organization for marketing and advertising enquiries • Serving as an employer brand guardian, evangelizing Amazon's employment message and ensuring its consistent execution and delivery • Maximizing program ROI - build a talent network while growing Amazon's employment brand in the marketplace • Identifying new candidate channels — assess and prioritize program needs based on business requirements, work with team to develop business case for new initiatives • Contributing to ad hoc project work — active involvement on project teams outside of own programs on an as-needed basis Prior Experience and Qualifications: • To be successful, you will leverage experience as a project/program manager with a background of delivering best-in-class recruitment marketing initiatives. • Prior experience as a Recruiter is highly desirable. • Bachelor's degree' • Strong verbal and written communication skills • Experience with program/project management • Successful record of delivering company-wide employer branding initiatives via the development and implementation of marketing materials for geographically distributed teams • Experience supporting a large customer base with hands-on execution of branding materials • Previous work experience in recruiting or human resources environment a considerable advantage • Experience identifying and resolving issues independently, will take initiative even under unfamiliar or ambiguous circumstances - solid sense of accountability and sound personal judgment
  • 33. Employment Branding and Marketing Manager – 3M Location: Maplewood, MN, US Location: USA Region-United States-Minnesota-Maplewood Job Type: Experienced Description For more than 100 years, 3M has been a company that delivers both sustainable growth and consistent results. Today is no exception. We are making great progress toward inventing a new future for 3M - a future of faster growth and increased competitiveness, while continuing to deliver superior results. We are currently seeking an Employment Branding and Marketing Manager for our U.S. and Global Operations. This person will lead the creation and execution of employment branding and marketing strategies that include identification of function and industry specific talent markets, in-depth market research, optimization of marketing channels, and ongoing development of 3M's internal and external employment brand. Desired outcomes: client expectations met or exceeded, to include employment branding and marketing plans for assigned internal clients, increased access to talent market share, increased candidate relationships that result in improved hiring activity (faster cycle times, improved quantity and quality of hires). Principal Responsibilities:  Global Branding and Marketing Strategy: creates and leads global branding and marketing strategy for 3M's Talent Acquisition Center of Expertise, includes common objectives, processes and programs that are similar across diverse businesses and geographies, but flexible enough to accommodate local requirements. Outcomes would be practices that can be replicated inside and outside the US.  Customized Branding and Marketing Plans: partners with internal clients to create customized branding and marketing plans, includes clear objectives, talent market identification and expansion, candidate relationship management, customized employment branding and marketing, and other activities aimed at increasing access to talent market share and improved hiring activity.  Marketing Channel Development and Management: based on the strategic planning outlined above, identifies, develops and manages best channels for marketing 3M to external and internal audiences, includes social media, professional organizations, alumni associations, universities and others  Innovative Media: develops innovative ways to use media (video, interactivity, social media, advertising and merchandise) and employs them through effective planning and execution.  Candidate Relationship Management: manages candidate relationships through the use of appropriate data platforms and consistent and persuasive communication  Budget Management: determines annual budget and allocates use of resources. Approves programs and budget deviations; has authority to reallocate marketing resources to meet strategic objectives.  Metrics: analyzes data to assess recruitment strategy ROI using recruitment marketing platforms and metrics. Identifies trends, rates and assesses recruiting sources and recommends improvements to strategic and tactical plans Relocation is not available for this position. Qualifications Basic Qualifications:  Bachelor's degree from an accredited university  Minimum 5 years combined experience developing branding and/or marketing strategies  Minimum 1 year social media and/or e-marketing experience
  • 34. Preferred Qualifications:  - Bachelor's degree or higher in Marketing, Business Administration, or Human Resources from an accredited University  - Minimum 3 years experience as part of a strategic planning and/or business development function  - Minimum 3 years experience in a recruiting function
  • 35. Attraction Manager, Employer Brand- KPMG Location - ON Toronto Do you want to be part of a dynamic team? You can make an impact by joining Human Resources at KPMG Human Resources at KPMG have a goal of achieving 'Excellence in People'--to have a high performing organization of engaged people. We want our people to feel the alignment between their interests and those of KPMG so that they can drive the organization to the highest level of performance. Ultimately, our people will treat our clients the way we treat our people. We are committed to providing direction and leadership to KPMG people through the development and support of policies and practices that contribute to individual and professional growth. To achieve these objectives, we strive to foster an environment based on the KPMG Global Values, including respect for individuals and their needs, recognizing that this type of atmosphere helps to ensure co-operation and teamwork. The Opportunity Are you passionate about supporting a world class Employer Brand? Do you have a successful track record in Recruitment Marketing and Corporate Communications? If so, KPMG has a great opportunity for you in our Human Resources department as a Talent Attraction Manager – Employer Brand. As a key member of an energetic Employer Brand team, the Talent Attraction Manager brings innovation and expertise to support KPMG’s goal of attracting the Best Talent. The successful candidate will:  Manage a small group and work with the Senior Manager(s) within the Talent Attraction Team, in the promotion of national recruitment campaigns for the campus and experienced professional market across Canada.  Collaborate with the National Sales and Marketing department in the development of the social media web properties, and recruitment collateral for campus and experienced professional audiences.  Manage and create content for our social media properties as well as create internal and external communications.  Leverage the Employer Value Proposition through communications and campaigns.  Participate in project teams for strategic and operational HR projects.  Manage the relationships with external vendors for selected initiatives related to employer branding and Employer of Choice awards.  Collaborate and interact with other members of the Talent Attraction team and provide support on employer branding-related areas.  Build working relationships, with internal KPMG members/functions outside of the Talent Attraction team (National Sales and Marketing, KPMG Business School, Information Technology Services, Global Resources Center, Diversity and Community Leader). The Life:  KPMG offers a variety of comprehensive benefit packages in order to meet the diverse needs of our members – at varying stages of their lives.  The firm provides various People programs including personal care time, fitness reimbursement, concierge service, and back up care for family members to help firm members improve the balance in their lives and enhance their knowledge or skills.  Eligible firm members receive an annual bonus, based on firm, team and individual success.  As a firm, we are committed to the individual growth of our members and provide support through semi-annual performance reviews.
  • 36. The Skills & Behaviours The successful candidate will possess the following skills and behaviours:  5 -6 years of experience related to recruitment, corporate communications, and program co- ordination or program management.  Proven Experience supporting Employer Brand in corporate or agency settings.  Experience in Campus Recruitment (preferred).  Experienced working with social media platforms for recruitment: Facebook, YouTube, Twitter and LinkedIn  Experience with internal and external Corporate Communication in a large corporate environment (preferred).  Results-oriented individual with strong project management skills, and high attention to detail.  A collaborative team player with ability to form and maintain strong relationships, while being able to resolve or avoid conflict.  Strong time-management skills, with ability to meet deadlines while working under pressure and managing multiple priorities.  Strong written and verbal communication skills, with demonstrated presentation and facilitation experience.  Ability to develop strong relationships with internal clients; gain credibility and be viewed as a subject matter expert in recruiting by emphasizing the value of services offered to stakeholders.  Effective negotiator, and independently decisive when a situation requires intervention. KPMG is an equal opportunity employer and values diversity in its workforce, encouraging applications from all qualified individuals. Our Values, The KPMG Way We lead by example | We work together | We respect the individual | We seek the facts and provide insight We are open and honest in our communication | We are committed to our communities Above all, we act with integrity
  • 37. Global Employment Brand Manager - Cargill Cargill is an international producer and marketer of food, agricultural, financial and industrial products and services. Founded in 1865, the privately held company employs 130,000 people in 63 countries. Cargill helps customers succeed through collaboration and innovation, and is committed to applying its global knowledge and experience to help meet economic, environmental and social challenges wherever it does business. For more information, visit www.cargill.com Description The Global Employment Brand Manager will drive and implement the employee value proposition strategy throughout the global organization, forging an even stronger partnership between Corporate Affairs and Human Resources to support a distinct and consistent experience for Cargill employees. This includes building compelling, credible messages, content and tools that attract and retain talent; defining processes, governance and decision rights that support sustained success; managing internal partners and external vendors who will contribute to the support of the value proposition; leading change management efforts internally; aligning the Cargill experience to the brand statement and supporting an overall objective to build a reputation for Cargill as an employer of choice. Principal Accountabilities: 40% - Strategy Implementation and Governance Process  In conjunction with the HR Global Recruitment and Brand lead, manage the implementation of the Employee Value Proposition strategy.  Develop a global governance process and support regional employment brand leads within Human Resources and/or Corporate Affairs to consistently and effectively implement the strategy.  Develop ongoing measurement process to continuously gather feedback on the Employee Value Proposition.  In conjunction with the HR Global Recruitment and Brand Lead, act as the brand steward, aligning the Cargill experience to the brand statement.  Work closely with the Corporate Brand team to ensure alignment with the overall corporate brand and positioning statement.  30% - Content Development and Management of Design Work  Write and edit content (and manage freelance resources) for the marketing communication, employee communication, recruitment collateral and digital materials.  In conjunction with the HR Global Recruitment and Brand Lead, manage global brand agency in the development of content and design work. Develop review and approval process.  Work with regional leads to implement the finished products. 20% - Communication and Change Management  Develop and implement internal communication strategy, including a detailed stakeholder plan to manage stakeholders both internally and externally.  Work closely with External Communications, HR Global Recruitment and Brand Lead, and Web team on the development and implementation of an external communication strategy.  Working closely with HR, develop and implement change management strategy.  Develop measurement process to ensure successful implementation of communication and change plans. 10% - Digital Repository  Work closely with external agency and internal marketing resources to develop a global repository for all employee branded materials including marketing collateral and digital images.  In conjunction with the HR Global Employment and Brand Lead, develop implementation plan for use of repository with appropriate contacts in each region.  Create and implement maintenance and approval process.
  • 38. Qualifications Required:  Bachelor's degree in marketing, marketing communications, journalism, English, public relations, communications or related field.  8+ years of marketing, marketing communications, communications and/or branding experience, preferably in large, complex organizations.  Experience in managing and implementing large, complex communication or brand strategies and governance processes.  Experience in leading change management efforts, preferably in global organizations.  Proven track record of developing outcome-based communications and/or marketing strategies, preferably in complex global organizations.  Experience in managing agency relationships.  Experience managing marketing, brand and/or communication projects from start to finish.  Demonstrated marketing communication, brand and/or communication planning skills.  Excellent written and oral communication skills - clear, concise, creative and persuasive.  Exceptional organizational and project management skills and the ability to manage multiple, concurrent projects under tight deadlines.  Strong customer service orientation and relationship-building skills with a demonstrated passion for business and delivering the very best products and services.  Strong team player with ability to make connections, preferably across a global team.  Self-starter & effective problem solver.  Demonstrated strong collaborative skills, preferably across a global organization.  Strong conceptual thinking.  Ability to deal with ambiguity.  Ability to understand employment marketing data, global employment trends and the competitive landscape.  Native English speaker. Preferred:  Master's degree in marketing, communications, public relations or related field.  Strong knowledge of the HR function.  Experience in Human Resources and/or Recruiting.  Experience in a business-to-business setting.  Experience working in a global environment.  Experience in managing an employment brand. Qualifications  Knowledge of current employment trends in outreach and engagement of multicultural/emerging audiences.  Experience in writing and/or developing recruitment and onboarding materials.  Experience in managing digital repository for collateral, images, etc.  Experience in writing web copy.  Experience using project management tools, best practices and processes.  A second language in addition to English. Cargill is an EEO/AA employer.
  • 39. Employer Brand Manager - Ferrero Who we are: Ferrero is an Italian multinational Company with more than 50 branches worldwide. We have achieved a leading position in the world confectionary market, thanks to constant investment in research and product innovation. The passion of its 22.000 employees and the strength of its brands known all over the world, such as Nutella, Ferrero Rocher, Mon Chéri, Tic Tac, Kinder Sorpresa, are the keys to the growth of the Group. “WORK, CREATE, DONATE” Be part of our successful international Group This is an exciting opportunity for someone who wants to have a global impact on a Multinational seeking to attract talents worldwide. Ferrero requires a brand-obsessed, delivery-oriented program Manager to join our Global Talent Management team. You will contribute to the effort in developing and delivering our global employment value proposition to our target audience and to the development and execution of global strategies with the ultimate goal of branding Ferrero as the company talent want to join and build a career with. The Employer Branding Team is key player for effectively managing the firm’s employer brand strategy What can we offer: A worldwide Group with a family entrepreneurial spirit based on a strong tradition of human and social values. A dynamic and international environment, characterized by mutual respect and trust. Ferrero’s ongoing success offers team members unsurpassed growth and career development opportunities. The position: The Global Employer Brand Manager will work closely with (and report to with an high autonomy degree) the Head of Employer Branding & Talent Acquisition in order to assess, drive and implement the employee value proposition strategy throughout the global organization. This include building compelling, credible messages, content and tools that attract and retain talent; identifying new channels for attracting top talent and new employer brand campaigns, managing internal partners and external vendors who will contribute to the support of the value proposition; leading change management efforts internally; supporting an overall objective to build a reputation for Ferrero as the company talent want to join and build a career with! Accountabilities: Strategy Implementation and Governance Process: managing the implementation of the EVP strategy – developing a global governance process and support regional employment leads to effectively implement the strategy – developing ongoing measurement process to gather feedback on the EVP. Accountabilities continued Content Development and Management of the Design Work: write and edit content for EB communication, employee communication, recruitment collateral and digital materials – managing global brand agency in the development of content and design work – working with regional leads to implement the finished products.
  • 40. Communication and Change management: Develop and implement internal and external communication strategy – Working closely with HR Managers, develop and implement change management strategy – develop measurement process to ensure successful implementation of communication and change plans Key qualifications: (continued)  MBA or Post Graduate qualifications in HRM, Marketing Communications or Branding  Bachelor degree in HRM or Marketing Experience:  Minimum of 3-5 years in a branding role;  Experience in influencing a team of senior managers;  Experience in leading change across an organization;  Experience in quantitative e qualitative research methods  Experience in conducting presentations to an Executive Teams and at Industry conferences  A network of global connections in the employer branding industry Skills:  Understanding of key employer brand concepts, methodology, tools and techniques;  Direct experience of employer branding solutions, gained either with a client or within an agency;  Superior communication skills (written and verbal);  Excellent interpersonal skills with an employee focused approach;  Project management skills;  Understanding of the Web 2.0 environment and emerging technologies in talent acquisition and retention;
  • 41. Global Employment Branding Manager - Verizon The Manager of Global Employment Branding will be responsible for leading Verizon's global employment brand and employer value proposition. This role will support the global talent acquisition group and report to the Director of Talent Experience - HR.  Accountable for leading and influencing, managing and measuring strategic HR programs and initiatives for Verizon Business Units.  Manage the direction of Verizon's employer value proposition and global employment brand as an employer of choice.  Transform the employment brand via Web 3.0 competitive strategies  Maintain and execute advertising budget  Lead relationship with employment advertising agency and various external vendors  Partner with lines of business stakeholders including HR business partners, talent experience team, talent acquisition, external affairs, communications, EEO, diversity  Enhance the applicant experience and improve employee engagement through employment brand strategies  Manage career website content  Deliver internal and external employment branding communications  Standardize branding processes and policies  Develop a competency-based recruitment education curriculum and process  Measure impact and return on investment of all branding and recruiting initiatives Required Skills & Experience:  Minimum of 10 years in strategic recruiting, marketing, HR management, relationship management and/or communications in a corporate environment  Supervisory and leadership experience  Bachelor's degree in Human Resources, Marketing or related field or equivalent work experience (First consideration will be given to those candidates that hold college degrees)  Demonstrate record of success in the following competencies:  Transformational Leadership  Strong Organizational and project management skills  Excellent written and verbal communication skills  Building Organizational Capability  Team Work; proactive mind-set and strong prioritization  Global Focused  Customer focused with excellent human relations and decision making skills  Passion and commitment to hiring, developing, engaging and retaining the best talent Desired Skills & Experience:  Master's degree in Human Resources or related field  GPHR, SPHR or PHR certification
  • 42. Senior Director - Global Employment - Akamai Technologies Location: Cambridge, MA (Greater Boston Area) About the Job The Senior Director, Global Employment will report to the Senior Vice President, HR. This position is part of the global HR leadership team and operates as a global thought leader on Talent Acquisition as well as serves as a resource to the recruiting activities occurring in Akamai’s Platform/Divisions and major geographic regions. The incumbent will focus initially on several key organization-wide initiatives, such as: partnering with the Marketing team to drive and implement a common global employment brand; setting best practices for a superior candidate experience, and helping the organization better understand how to more effectively recruit talent within Silicon Valley and other engineering talent ‘hot spots’. Responsibilities:  Manage a small centralized team with dotted line responsibility for five distributed recruiting teams across the globe.  Build best practice for a superior candidate experience across the sourcing and interviewing cycles, resulting in engaged prospects and candidates. Partner with local recruiting managers to drive improvements both in the process and in the way in which hiring choices are made in order to improve upon the quality and successful integration of individuals into the firm.  Develop global staffing performance metrics and standards that balance hiring expediency with candidate quality. Develop regular reporting and analysis on staffing effectiveness. Monitor and analyze sourcing, recruiting, diversity, recruiting model and flag areas for improvement, reaching out to local recruiting managers as needed to discuss issue and assist in the development and implementation of appropriate action plans.  Support Recruiting Managers across Division/Platform and Go-to-market as needed to ensure that all recruiting plans, processes and tools are designed, developed and/or delivered, supported by the staffing team, and are expertly and consistently meeting the business needs in high quality manner with consideration for cost-effectiveness.  Partner with Marketing to create a global employment brand and candidate-facing recruiting tools, establishing parameters in which local recruiting teams can customize the employment brand to target specific audiences and locations. Create broad-based awareness of Akamai as an employer in key locations where we need to have consistent employment brand awareness, particularly when it cuts across multiple audiences.  Manage executive recruiting process, partnering with CEO, President and SVP HR on specific searches. Build and maintain relationships with key search firms.  Develop and/or evolve and implement key global programs and tools including Global Mobility (ITP, expat, relo), Diversity, RPO (recruitment process outsourcing) and contract employee management. Identify RPO’s around the globe that can provide support for technical and go-to-market hiring needs, negotiating contracts and ensuring RPO’s are available in advance of business needs. Work with local recruiting managers to understand potential RPO needs.  Develop and implement a global diversity program that results in an expanded pool of available talent, with initial emphasis in the U.S. Partner with local recruiting managers to ensure diversity goals are integrated with sourcing and recruiting strategies. Oversee the completion of the EEO/AA plan and related filings. Lead the evaluation of and response to OFCCP audits. Partners with Legal, vendors and internal resources to ensure we respond in a timely and appropriate manner.  Educate senior management and other key stakeholders on recruiting trends, and recommending new approaches that allow Akamai to cultivate a diverse pipeline of talent for current and future needs. Monitor external trends (particularly in Silicon Valley and internationally) that may impact access to talent and develop leading edge capabilities to attract and retain the best talent.
  • 43. Responsibilities (continued)  Act as business owner of recruiting information systems (iCIMS' applicant tracking, and other technology that may be added in the future). Partner with Manager, HRIS and IT to identify, select and implement upgrades to existing technology and/or new technology.  Collaborate with Learning and Development Director, heads of local recruiting and HR to provide interview and selection skills training for hiring managers and interviewers, integrating training needs with Akamai candidate experience standards.  Manage Employment budget.  Ensure legal compliance in regard to all staffing initiatives and related programs.  Partner with HR heads to effectively mentor, motivate and empower staff. Provide leadership and performance feedback on regular basis to staff (direct and dotted line), including appropriate performance metrics/reporting. Provide coaching and development opportunities to allow staff to increase their skills and grow professionally. Desired Skills & Experience: Basic Qualifications  Bachelor’s degree.  10+ years of progressive recruitment leadership experience in building and leading high performance talent acquisition teams at a corporate, national, and global level.  5+ years of experience working in the high tech industry. Desired Qualifications  Master’s degree.  Experience hiring technology talent in Silicon Valley.  Proven ability to establish HR business partner relationships with business unit leaders and to develop and implement talent acquisition initiatives to achieve organic growth and to successfully integrate through acquisitions.  Experienced with executive level hiring, and partnering with executive retained search firms.  Experience staffing roles multi-nationally.  Strong matrix leadership and coordination ability to create a talent acquisition process across multiple business units.  In-depth knowledge of new recruiting best practices, sourcing trends, and ability to continually learn latest technology trends.  Demonstrated experience with applicant tracking/recruitment management systems and other web- based tools.  Knowledge of best staffing practices, recruiting, talent assessment, diversity planning, selection skills and strong strategic planning skills/experience.  Ability to lead and influence the work of others as well as champion change.  Strong negotiation skills and previous experience managing advertising budgets.  Excellent time management, project management, organizational, and communication skills including the ability to make executive presentations.  Ability to multi-task and effectively communicate with various stakeholders at all levels in the organization.  A preference for an ability to thrive in dynamic and fast paced, high growth environments. Other Information  Is relocation available for this position: No  Is US Citizenship required: No  Is a Security Clearance Required: No
  • 44. If yes, applicants selected will be subject to a government security investigation & must meet eligibility requirements for access to classified information. Akamai Technologies is an Affirmative Action, Equal Opportunity employer (M/F/D/V) that values the strength that diversity brings to the workplace. Company Description No one carries more of the world's Web traffic than Akamai, so working with Akamai means you’re helping some of the world’s best known brands succeed in bringing any experience to any device, anywhere. Cloud computing, SaaS, eCommerce, online entertainment and dynamic personalized experiences are all fuelled by Akamai technology. Join Akamai and you join a culture that’s extremely intelligent, strongly supportive and passionately committed to delivering world-class solutions. Some of the best minds in business, mathematics, and engineering work at Akamai – leading, learning and shaping the future of the Internet.
  • 45. VP Employer Brand and Recruiting Marketing – JP Morgan Chase Location: in our Chase Wealth Management line of business. The position is located in New York City. As Vice President of Recruiting Marketing focused on Chase Wealth Management (CWM) you will be the go-to person for all recruiting marketing activities for CWM. You will be part of the Employer Brand and Recruiting Marketing team. You will work closely with the CWM Marketing and Recruiting teams to develop a strong Value Proposition and then bring it to life through multiple channels. You will have a strong sense of how the brand should be represented, and will work with your business partners to ensure everyone is on the same page. You will generate ideas on how to attract the best talent for CWM, with a heavy focus on Financial Advisors, and then be able to execute those ideas. Responsibilities:  Develop a strong understanding of CWM's recruiting needs to help define a Recruiting Marketing Strategy.  Gather intelligence and details about best practices for CWMs competitive set.  Work closely with Business Partners to drive consistency in communications, identify areas of opportunity and recommend plans to drive improved results.  Develop Recruiting Marketing Collateral (e.g. Websites, brochures, postcards etc.) that engages candidates, reinforcing the brand and distinguishing it from our competitors.  Plan and execute recruiting events that are best in class, and consistent with the CWM brand promise.  Partner with CWM recruiting manager to develop and execute Diversity Recruiting Strategy Qualifications  Bachelor's degree in Human Resources, Marketing, Communications or related field  MBA is desired  5+ years of recruiting, events management, marketing communications, or similar experience, preferably in large, complex organizations.  Experience developing recruiting materials - both digital and traditional.  Experience executing recruiting events and projects from start to finish.  Strong written and oral communication skills.  Exceptional organizational and project management skills and the ability to manage multiple, concurrent projects under tight deadlines.  Strong customer service orientation and relationship-building skills with a demonstrated passion for business and delivering the very best results.  Strong team player with ability to make connections, preferably across a national team.  Self-starter & effective problem solver.  Demonstrated strong collaborative skills, preferably across a large organization.  Ability to understand employment marketing data, global employment trends and the competitive landscape.
  • 46. Director of Employment Brand Strategy and Recruitment - Wendys The Wendy’s Company, Dublin, OH Location: Dublin, OH Reporting directly to the Vice President of HR Talent Management and Ethics, the Director of Employment Brand Strategy and Recruitment will lead the development of strategies, tools and processes that effectively target, attract and drive quality applicants to Wendy's restaurant operations and professional support positions throughout North America, including Canada. Specific accountabilities include, but are not limited to:  Leading the identification, development, testing, implementation and measurement of company-wide talent acquisition initiatives, ensuring ROIC delivery, legal compliance and competitive edge;  Leading the identification of target talent audiences, and the development and execution of employment branding strategy and tactics, e.g., company career sites, social media pages, search engine marketing, mobile technology, in-store employment marketing, etc, ensuring appropriate media/messages target appropriate talent audiences;  Establishing measurements and tracking performance effectiveness of all employment branding strategies and tactics;  Overseeing vendor selection and contract negotiations for all employment branding initiatives, recruitment tools and/or vendors and relocation service providers;  Leading the staffing function and all staffing activity at The Wendy's Company headquarters located in Dublin, OH;  Overseeing the U.S. relocation program through policy development, process improvement, and inventory home sale management; and  Annual budgetary planning and management. This position will be based at The Wendy’s Company headquarters in Dublin, a suburb of Columbus, OH. The Wendy's Company is the world's second largest quick-service hamburger company. The Wendy's system includes more than 6,500 franchise and Company restaurants in the U.S. and 25 other countries and U.S. territories worldwide. Qualifications: Education / Experience  Bachelor's degree in Business, I/O Psychology, or HR Management required; MBA preferred;  10 years of experience leading a staffing function in a national, multi-unit, multi-dimensional retail, restaurant or other service organization;  5 years of experience leading complex change initiatives involving cross-functional project teams, as well as supervision and development of professional direct report staff;  Demonstrated skill in business case development to include return on invested capital (ROIC);  Demonstrated skill in process mapping as well as employment branding (marketing), sourcing and selection methodology;  Demonstrated working knowledge of U.S. and Canadian Employment Laws
  • 47. Critical Competencies and Skills:  Business Acumen  Strategic Alignment  Innovative Thinking  Influence  Change Mastery  Problem Solving and Decision Making  Disciplined Execution Wendy's is an equal employment opportunity employer who may provide reasonable accommodation to enable individuals with disabilities to perform the essential functions of the job.
  • 48. Employer Brand and Media Manager- Kinross Location: Ontario, Canada Job Category: Full Time Location Statement Kinross is a Canadian-based gold mining company with its head office in Toronto, and mines and projects in the United States, Canada, Russia, Brazil, Chile, Ecuador, Ghana and Mauritania, and employs approximately 7,000 people worldwide. Our core values are putting people first, outstanding corporate citizenship, high performance culture and rigorous financial discipline. We are dynamic, innovative, and passionate about who we are and how we work, and we do not compromise when it comes to doing the right thing in the communities where we operate. At Kinross, we pride ourselves on being skilled, responsible operators who strive not only to meet, but to exceed, regulatory requirements for both environmental and health and safety performance, wherever we operate. Putting people first is a core Kinross value, and our chief priority is to ensure the safety and well-being of every employee and contractor who works for us. Role Profile Develops, maintains and manages the Kinross employer brand and employment value proposition. Establishes Kinross Gold as an employer of choice globally and attracts targeted talent to the organization. Builds the global branding framework, deploys branding strategies, manages campaigns, effectively leverages existing sourcing channels and develops new sourcing channels. Key Areas of Responsibility and Duties:  Partners with stakeholders to define Kinross Gold’s global employer brand and employment value proposition  Creates and maintains standards, policies, tools and collateral  Develops communication and implementation plans to ensure executive, partner and stakeholder buy-in  Supports regional and functional organizations in the enhancement of the brand & tailors EVP’s that align to the global brand and global EVP  Advises leadership and regional client groups on best practices; drives best practices globally interwoven with processes and technology  Develops and implements brand research to gain insight into the talent market  Defines goals, mission and global employment brand initiative and governance thereof  Executes the implementation of employer branding messaging, externally and internally  Leverages existing communication channels and develops new communication channels both internally and externally to deploy brand messaging  Manages global campaigns, branding projects and project teams  Ensures brand is institutionalized and embedded across all talent acquisition programs and initiatives  Develops strategic and operational plans to deploy the brand and raise the profile of the company’s EVP in targeted markets  Defines measurements and provides dashboard & reporting to key stakeholders  Assesses and manages effectiveness of existing tools such as social media, campaign management and ensures continuous improvement through solution development and implementation. This includes licensure purchase, measures, and distribution to global recruitment team  Identifies new tools and platforms and innovative channels to drive messaging and attraction to Kinross Gold  Manages the careers website brand initiative, ensuring brand compliance and industry best practices  Builds relationships and works cross functionally with internal and external partners  Manages client and stakeholder training and change management practices to ensure full success of branding programs and initiatives
  • 49. Key Areas of Responsibility and Duties (continued)  Develops Requests for Proposals and manages the service partner selection process  Negotiates contractual agreements with service providers and manages relationships to ensure terms, conditions, and service expectations are satisfied Qualifications and Skill Requirements:  Bachelor’s degree in Communications, Marketing, Human Resources or a related field (graduate level degree is a plus)  Formal professional designation in appropriate area of expertise is strongly preferred  8 – 10 years of related professional experience, with at least 3 years of experience as a manager  Proven success managing large-scale, global projects, including employment branding initiatives and recruitment campaigns  Experience developing and executing global and regional strategies, budgets, plans, standards, policy and processes  Proven ability to communicate clearly and concisely, both orally and in writing  Demonstrated ability to balance multiple priorities and meet deadlines  Demonstrated ability to identify and implement systems and process improvements  Demonstrated ability to present a solid business case for program initiatives to partner at all levels and drive the execution of plans across a broader function and diverse cultures  Proven ability to work both independently and as part of a team, including coaching, influencing and leadership skills  Demonstrated flexibility with change
  • 50. Employer Brand Marketing - Segment Marketing Consultant - RBS Location: London or Edinburgh Job Type: Permanent - Full Time Employer Brand Marketing (EBM) is responsible for creating and deploying all recruitment attraction and marketing, employer brand strategy and insights activities across the Group. Our activities range from creating bespoke recruitment marketing campaigns (which can include candidate collateral, events, job advertising, website content, and so on) to meet recruitment demand and build quality talent pipelines for core roles, to conducting research to understand how we are perceived as an employer across a range of audiences. In this role you will be responsible for liaising with our Head of Resourcing for Services and their recruitment team to identify and meet all Employer Brand Marketing requirements within that segment of our business. This will involve a strong element of planning, building up detailed knowledge of their recruitment model and strong communication skills. You will also have business facing relationships with Heads of Resourcing for Ulster Bank and Retail in order to understand their EBM needs and aligning those to the wider EBM team (functional and Segment Marketing Manager support). In this role you will report into the Marketing Planning & Ops Manager for the UK & Europe and sit within the Segment Marketing team for that region. You will also be responsible for liaising with the functional EBM team members for support and input into your segment’s Employer Brand Marketing plans. Ideally you will have:  Excellent Organisational Skills  Brand Marketing Experience  Planning Skills  Basic Budget Management Skill  Presentation, influencing and negotiation skills  Experience of managing professional service suppliers In return, we offer an excellent employee salary and benefit programme which can be tailored to suit your individual needs. In addition to financial benefits, we offer a wide selection of exclusive lifestyle offers, development and learning programmes, services and support designed to help you manage and balance your own work-life priorities.
  • 51. Program Manager, Employment Branding - Liberty Mutual As a Program Manager, Employment Branding you will plan, create and oversee marketing communications strategy that aligns with the overall marketing strategy to support Corporate Employment goals. You will develop integrated marketing communications plan for the organization, containing a high level summary of tactical programs and initiatives role will involve working with internal stakeholders including Strategic Business Unit, department managers and executives to provide strategic communications support for the business and will establish and evaluate metrics and performance benchmarks for marketing communications programs. Responsibilities:  Creates and implements innovative internal and external communications programs utilizing a variety of media including social media, brochures, TV, Web and print media. Communications programs may include advertising, sales support, internal communications and events and public relations initiatives.  Incorporates, solidifies and leverages the corporate brand image and images of the company in internal and external communications. Assures adherence to company communication standards/guidelines. Ensures consistency with corporate look and feel.  Partners with clients to learn and understand their business needs and competitive pressures; leads marketing communication and brand management initiatives and strategy for assigned client groups.  Projects or forecasts future internal and external needs. Develops short and long-term marketing communications objectives.  Leads projects with vendors to develop and prepare promotional campaigns, select media and formats to inform potential customer of products.  Manages outside vendors in developing and supplying communication tools, such as brochures, materials for special accounts, videos, etc. Ensures projects are completed within the desired budget, schedule and quality limits.  Establishes and evaluates metrics and performance benchmarks for marketing communications programs. Qualifications:  Bachelor’s degree or equivalent experience required, Masters preferred.  Requires 7-10 years of related experience with at least 7 in a corporate environment.  Advertising agency experience also helpful.  Excellent written and oral communication skills are required.  Familiarity with various computer software and hardware preferred.  Requires advanced working knowledge of both communications and marketing areas and the ability to integrate the two fields. Benefits:  We recognize that talented people are attracted to companies that provide competitive pay, comprehensive benefits packages and outstanding advancement opportunities. For this reason we offer a Comprehensive Benefits Plan that includes the following:  401K and Company paid pension plan  Medical coverage  Dental coverage  Paid time-off  Pay-for-Performance  Discounts on automobile and homeowner's insurance  Discount fitness memberships  Flexible spending accounts  Tuition reimbursement  Vision care coverage
  • 52. Benefits: (continued)  Work/Life resources  Credit Union membership  Employee and Dependent life insurance  Disability insurance  Long-term care insurance Overview: We believe strongly that commercial success can be achieved in a manner consistent with principles and ideals that bind us together as one company, that set us apart from our competitors, and that in the end will allow us to say we have succeeded commercially by doing the right thing the right way. We believe that the Company's success is inextricably linked to our employees' satisfaction and success: satisfaction that they work for an industry leader committed to improving safety, satisfaction that they work for a company that does the right thing, and satisfaction that the company will reward them for their contributions and provide opportunities for personal growth and success. We believe our employees take pride in knowing that they help people live safer more secure lives every day.
  • 53. Head of Employer Branding - Standard Chartered Bank The role holder is accountable for employer brand and the employer value proposition (EVP), ensuring that all talent acquisition products, and all elements of the candidate lifecycle, are aligned to and effectively communicate the employer brand and EVP. The role holder also has accountability for the development and implementation of best in breed, integrated, end to end global sourcing channels and solutions, ensuring they are scalable, sustainable, talent focused, cost effective and efficient, achieving significant cost avoidance across all markets. The role holder has end to end accountability for ensuring delivery of the strategic agenda for employer brand and channels, and for the following products and processes:  Employer branding; employer value proposition; candidate conversion (pitches)  Communications: Careers website; team site and Wiki (SharePoint); Talent Acquisition elements of the Portal (Resourcing news & HR Connect); iConnect (intranet site)  Sourcing channel strategy and management. All sourcing channels, including: market intelligence / research; candidate database; database management and mining; job boards; web 2.0; alumni; job transfers, internal mobility  Business needs discussions. The key focus of the role is: strategy; agenda setting and management; thought leadership; product design and development, driving effective end to end solutions; delivering specialist advice & consultancy; stakeholder engagement; people and resource management.. Key Outcomes:  Define and articulate the vision, strategy, priorities and plans for Employer Brand and Sourcing Channels, ensuring they are clearly understood by all relevant stakeholders;  Accountable for ensuring delivery of the strategic agenda for Employer Brand and Sourcing Channels;  Accountable for ensuring the development and delivery of standard global Employer Brand and (Sourcing) Channels products which:  Are stable and scalable over a number of years  Are aligned to the Bank’s technology strategy  Can be tailored to meet business needs  Allow for local configuration and flexibility, if required  Maximise automation of the sourcing process  Are aligned to and effectively communicate the employer brand  Pathological and infectious collaboration with key stakeholders, to deliver coordinated, integrated, end to end products & solutions which are tailored to the needs of the business/functions and drive business performance/outcomes; applying commercial awareness and judgment in the practical application of expertise to ensure the best approach for the Bank;  Enable the frontline delivery of products through securing business sponsorship/buy-in; effective training etc;  Accountable for optimising end to end operating activity (time and cost) for Employer Brand and (Sourcing) Channels;  Continuously improve, and track and report on, the effectiveness, efficiency and bottom line impact of sourcing channels, and employer brand strategies and products, through the use of structured metrics & benchmarking;  Overall management of global Employer Brand and Channel vendor supplier relationships, ensuring quality of service and value for money, influencing how suppliers develop products, as appropriate;  Senior point of escalation for exceptional and ‘out of policy’ queries relating to Employer Brand and (Sourcing) Channel Management;  Lead complex global projects, as required;
  • 54.  Provide ad hoc support to the Group Head, Resourcing, as required, including drafting key messages, change management, etc. Key Outcomes: (continued)  Direct and control the management and development of the Employer brand and EVP, ensuring that all talent acquisition products and communication activities are aligned to and reflect the employer brand;  Deliver scalable employer branding and recruitment marketing, on time and on budget;  Lead work to affirm and test our employer brand personality and penetration (from a talent acquisition perspective) across our different markets;  Identify new opportunities and develop innovative strategies to improve our employer brand positioning / penetration and ability to attract the world’s best talent, building the business case to implement these strategies/initiatives.  Overall accountability for Talent Acquisition communications;  Drive close linkage across the function, and with key internal stakeholders, via the development and implementation of a comprehensive internal communications strategy (providing the framework for the Communications Manager to deliver against);  Drive Talent Acquisition’s success in attracting the world’s best talent, through developing and ensuring delivery of a comprehensive external communications strategy (providing the framework for the Sourcing Manager and Communications Manager to deliver against);  Provide direction for employer brand material, and internal and external communications (across all media), ensuring that the content and presentation are of a consistently high quality.  Develop and ensure delivery of a comprehensive Channel Management strategy to attract the world’s best talent (combining classic recruitment channels with Web 2.0 enabled cutting edge virtual and video tools/techniques), providing the framework for the Sourcing Manager to deliver against.  Build relationships with key peers in the industry to transfer best practice into the organisation;  Provide thought leadership, solutions, consultancy and advice to key internal and external stakeholders in response to business priorities, including:  Direct reports  Talent Acquisition Leadership Team  Senior leaders in HR and the Business  Employer Brand and Channel related vendors  Other external bodies, as required.  Proactive and visible leadership, operating effectively as a member of the Talent Acquisition Leadership team.  Attracting, building, developing, engaging, managing and retaining a high performing team, which benchmarks strongly in the internal and external market;  Lead direct reports to deliver the Employer Brand & Channel Management priorities and agenda, ensuring all key milestones are met. Ongoing monitoring/management of team workloads to achieve optimal deployment of resources;  Deliver direct cost budget for Employer Brand & Channel Management. Skills: Essential  Deep marketing expert: in-depth experience of marketing and branding at a strategic level, with proven experience of successfully developing and implementing best-in-class company-wide employer branding and communication strategies and initiatives;  In-depth experience of developing and implementing innovative, best-in-class sourcing strategies and channels;  Visionary thinker; able to see the ‘big picture’ and think both practically and conceptually, whilst simultaneously working on the details;  Excellent marketing, written and verbal communications skills; proven success in writing and delivering copy, strategy papers, frameworks, terms of reference and other project documentation, etc;
  • 55.  Strong influencing skills, enabling the role holder to quickly build credibility and gain a seat at the table with key stakeholders (senior leaders, suppliers etc);  Business acumen / insight, and a pragmatic, customer-focused approach; Skills (continued)  Strong consultative and negotiation skills combined with the ability to successfully manage internal politics;  Experience of working in a complex matrix, across multiple geographies, dealing with demanding and fast- paced client groups, successfully building / managing sustainable relationships with teams, customers, suppliers, senior managers and other stakeholders;  Sound financial and commercial management skills, including experience in managing budgets;  Proven delivery capabilities - track record of setting a clear strategy and agenda, identifying key work packages and milestones, multi-tasking, prioritizing and delivering against work packages / milestones (in the short and long term);  Proactive, problem solving approach combined with a willingness to challenge in order to deliver business results;  Successful track record in coaching, leading and engaging people at all levels;  Flexibility and a preparedness to ‘roll up his/her sleeves’ when necessary to get the job done. Desirable:  Talent Acquisition knowledge and experience;  In-depth knowledge of the Financial Services industry and job market;  In-depth knowledge and understanding of SCB client groups, structure and operations.
  • 56. Employer Brand Manager - IHG Do you see yourself as a Manager, Employer Brand? What's your passion? Whether you're into tennis, shopping or karaoke, at IHG we're interested in YOU. At IHG we employ people who apply the same amount of care and passion to their jobs as they do their hobbies - people who put our guests at the heart of everything they do. And we're looking for more people like this to join our friendly and professional team. Job Summary IHG has a stated ambition to be a BrandHearted organisation. This requires Brand professionals throughout the organisation. This role sits within the Global Human Resources function and is responsible for the day to day management of the IHG Employer Brand and People Tools across the business. To deliver our purpose of Great Hotels Guests Love we need great people and HR tools to deliver the experience to guests. This role is critical to achieving this. As an Employer Brand Manager you will be at the heart of the people strategy for all IHG brands globally, working in close co-operation with the Employer Brand Director, the regional HR teams, the regional brand teams and the Centres of Excellence within global HR. As a member of the Employer Brand team, the manager is fully knowledgeable of the global HR strategies and the evolution of our brands and works to ensure the IHG employer brand is managed effectively and is best in class. The Manager maintains the employer brand integrity within the established framework and is responsible for delivering other people initiatives to corporate and hotel employees to strengthen our owner offer within the franchise community. Principle accountability for this role is the effective management of the IHG Employer brand and ensuring the branded people tools are up to date and best in class. Essential Duties and Responsibilities Employer Brand Strategy:  Works with the Director, Employer Brand, global and regional HR partners and brand teams to define strategy and management activities to ensure the Employer brand is effective and best in class.  Works with the HR Centres of Excellence and uses insight to define the People Tools strategy and implements this. Employer Brand Delivery:  Participates in the design and delivery of new People Tools initiatives and co-ordinates new brand standards to support these as applicable with the global and regional brand teams.  Creates compelling business case for all developments, clearly demonstrating owner and corporate ROI in case for change  Supports the global HR team with mar-comms activity and support. Ongoing Employer Brand Activities  With Insight and Analytics teams produces & reviews monthly scorecard of People Tools initiatives.  Ensure all materials on the Room to be yourself are up to date and an effective photo-library is maintained. Work closely with Internal Communications to ensure Employer Brand guidelines are up to date and support the internal communications guidelines  Liaising with Hotel Services and other key stakeholders creates, implements and monitors action plans to engage stakeholders and embed new people tools.  Understands key drivers of owner satisfaction and engages the HR community in hotels and in regions.  Has excellent relationship with IHG owners.  May attend Brand Forums with owners to deliver key HR messages and engage on People Tools initiatives.  Understands owner 'drivers' and has good knowledge of the IHG brands.  Monitors competitors and takes action as appropriate to ensure IHG outperforms its brand competitor set in the HR arena.
  • 57. Team:  Deputises for the Director, Employer Brand when required  Effectively leads junior team members, providing technical and leadership development for Employer Brand Executive as appropriate - and supports wider team members when required  Works effectively cross functionally with stakeholders and has the ability to lead complex teams and projects  Ability to manage upwards and influence other teams  Manages agencies as require