Business Partner- Talent Acquisition

As the Business Partner - Talent Acquisition at OceanaGold, you will be responsible for collaborating with hiring leads to support recruitment for both operational and professional positions. This includes maintaining a talent pipeline, proactively sourcing candidates through various platforms, enhancing employer branding, and ensuring a seamless recruitment process from application to onboarding.

For the Business Partner - Talent Acquisition position at OceanaGold, a relevant degree is preferred but not mandatory. What we truly value is previous experience in recruitment or talent acquisition, exceptional interpersonal and communication skills, and the ability to thrive in a fast-paced work environment.

OceanaGold is committed to fostering the professional growth of its employees, including those in the Business Partner - Talent Acquisition position. We offer a comprehensive benefits package, opportunities for training, and mentoring to encourage career advancement within the company.

At OceanaGold, the recruitment process for the Business Partner - Talent Acquisition role involves collaborating with hiring teams, sourcing candidates, managing the talent community, and supporting a high-quality onboarding experience. We prioritize delivering a smooth and efficient experience for all stakeholders involved.

The work environment for the Business Partner - Talent Acquisition at OceanaGold is dynamic and supportive. You will be collaborating with a talented team while focusing on safety and innovation in the stable gold mining industry. We encourage a culture of respect and performance, ensuring all team members are valued.

When sourcing candidates for specialized positions at OceanaGold, I utilize a multi-faceted approach. This includes leveraging professional networks, using social media platforms like LinkedIn, and actively engaging with industry-related groups. It’s essential to present a compelling employer brand while targeting the unique skills required for the role.

Certainly! In my previous role, I identified bottlenecks in the recruitment process that caused delays in hiring. By implementing an applicant tracking system and enhancing communication between hiring teams, we reduced the time from application to offer by 25%. This resulted in faster placements and increased candidate satisfaction.

To enhance employer branding, I focus on showcasing the company culture through various channels, like social media, employee testimonials, and engagement in relevant community events. Creating an authentic narrative about our values and providing insights into employee experiences are key strategies I use.

In a fast-paced recruitment environment, I prioritize tasks based on urgency and impact. Using project management tools helps me organize my workload and deadlines. Regular communication with my team allows for immediate adjustments, ensuring that we maintain a high level of service throughout the hiring process.

Ensuring a positive candidate experience is crucial. I achieve this by maintaining clear communication throughout the recruitment process, providing timely feedback, and ensuring candidates feel valued at every stage. An efficient onboarding process is also vital in making candidates feel welcomed and integrated into the company.

Data plays a fundamental role in my recruitment process by helping assess the effectiveness of sourcing strategies and identifying areas for improvement. Analyzing metrics such as time-to-fill and candidate quality allows me to make informed decisions, ultimately leading to better recruitment outcomes.

I stay updated on hiring trends in the mining industry by subscribing to industry publications, attending conferences, and participating in professional associations. Networking with other HR professionals and engaging with online forums also provides insights into emerging trends and best practices.

Collaboration with hiring managers at OceanaGold involves regular meetings to understand their specific hiring needs while keeping them informed about the marketplace. Building strong relationships ensures that I can provide tailored recruitment strategies that align with their objectives, facilitating a more efficient hiring process.

I have experience in managing talent communities by creating engaging content, nurturing relationships with potential candidates, and maintaining communication through newsletters and social media. This proactive approach keeps candidates engaged and informed, ultimately building a strong talent pool for future needs.

To ensure a smooth onboarding transition, I would develop a comprehensive onboarding plan that includes orientation sessions, introductions to team members, and training tailored to the new hire’s specific role. Collecting feedback from new hires during the onboarding process is vital for continuous improvements.