GLOBAL TALENT ACQUISITION PARTNER - MATERNITY LEAVE

With 300 airports in around 50 countries and a global workforce of 60.000 employees Swissport is the world’s largest provider of ground handling, cargo, and other aviation related services.We are now looking for a temporal Global Talent Acquisition Partner to cover a 9-month Maternity Leave (from July 2024 to April 2025) who will be based in the company headquarters in Spain (remote). If you want to be part of an international, ambitious, and challenging environment at the biggest ground handling organization of the world, please have a look at the job profile below and apply when you are interested.Job SummaryAt Swissport, we believe our people are what sets us apart from our competition, and we are committed to acquiring innovative talent across every level of our organization. As a critical member of Swissport's Global Talent Acquisition & Workforce Planning team, the Global Talent Acquisition Partner (Recruiter) is responsible for flawless execution of the talent acquisition (TA) lifecycle for leadership and support functions across the Swissport network. In this role, you will partner closely with hiring managers and HR Business Partners to understand their unique hiring needs, and lead efforts to attract, select, and hire the best candidates in the market.Job Responsibilities:STRAEGIC BUSINESS PARTNERSHIPPartners with hiring managers to understand business performance, core business processes, products, customers, competitors and services.Understands key business priorities and aligns the talent acquisition strategy to be an employer of choice in critical markets and/or talent pools, including diverse talent pools.Facilitates intake meeting(s) with hiring managers to: define and validate individual position requirements (e.g., education, experience, technical knowledge, competencies), discuss preferred sourcing strategy and process as well as opportunities to diversify current team through hiring.Understands market demand and supply of both the quantity and capability of internal and external talent. Includes: evaluating employee demographics, turnover trends, employee costs per location/geography, benchmarking, etc.Develops strategy and approach for sourcing internal or external candidates (e.g., use of social media, career/job sites, relationships with universities/agencies, internship, temp-to-hire, competitive poaching, rehiring of former employees, campaignsSOURCING & CANDIDATE MANAGEMENTExecutes a timely plan for obtaining talent to fill open positions.Develop candidate management system strategy to manage the candidate pipeline.Proactively builds a diverse pipeline of potential candidates (passive, active, internal, external job seekers) to fill future needs.Develops and maintains relationships with agencies, university and other sourcing venues.Follows standard process for posting job/requisition on internal and external sites using applicant tracking system.Sources candidates for specific positions through active approaches such as internal candidates, employee referral, university, agencies, job fairs, social media, cold calling, networking, etc.Collects and maintains applicant data in compliance with local privacy and data protection laws. Distributes collected applicant data to the appropriate partiesPlans, coordinates and attends recruitment job fairs and other recruitment related eventsEngages temporary staff to manage peaks in workload or to cover the absence of permanent employee. Works with managers to coordinate temporary resources in and out of the organization. Activities may include using temporary agencies and/or managing internal temporary labor pools to staff positions.INTEVIEW PROCESSDevelop enterprise level understanding of executive search needs. Develop executive sourcing strategy and support execution - recruit, qualify and present candidates, coordinate interviews, conduct reference checks and support offer negotiations.Conducts initial screening to assess candidates against the job requirements. Activities may include telephone-based or in-person interviews, administering pre-placement testing, skill-based tests, simulations and behavioral assessmentsConducts informational/exploratory/courtesy interviews for referrals to evaluate candidate against job requirementsConducts job interviews for position, documents outcome and determines if candidate should progress to next level interview.Coordinates interviewer feedback to make hiring decisions. Activities may include collecting, and sharing feedback from each interviewer, coordinating and facilitating group feedback session, etc. Ensures candidates are assessed against the job qualifications and without bias.Coordinates with appropriate parties (hiring manger, compensation, HRBP, etc.) as necessary to determine job offer based on position level. Coordinates process to change offered compensation based on candidate negotiationsPresents job offer to candidates, discusses job offer details including benefits, addresses candidate concerns, negotiates terms (i.e. compensation), keeps hiring managers up to date on the status of the candidate.Required Experiences and Skills:Successful track record designing and managing multiple projects and priorities with minimal supervision.Strong relationship building and stakeholder management skills; across diverse cultures.Able to collaborate effectively with peers, business leaders, HR teammates, and employees.Comfort manipulating data from multiple sources (in Excel) and analytical mindset to interpret data and reveal trends and TA metricsExtensive knowledge of TA best practices and experience applying practices within organizations.Experience training and mentoring new or junior recruitersBA/BS or equivalent of 8+ years of progressive experience in Talent AcquisitionWorks independently within scope of responsibilities, anticipates problems, and uses sound judgment to act appropriately.Strong customer service focus with a sense of urgency and excellent follow throughPositive and proactive attitude, with resilience under presureThis job description indicates the general nature and level of work expected of the incumbent.It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may be required to perform other related duties.