AP CT Talent Acquisition Senior Director

What You'll Do

We are seeking an AP CT Talent Acquisition Senior Director to lead a critical function

within the AP regional People Team.

The role works closely with the AP Consulting People Team Executive Director, AP People Chair and AP

Recruiting MDP and is responsible for shaping the recruiting vision and developing,

driving and implementing the recruiting strategy for the AP region.

Working collaboratively with local offices, the global Talent Acquisition function and

global Centres of Excellence, the AP CT Talent Acquisition Senior Director will lead the

way establishing channels and processes to identify and attract top, diverse talent to

meet projected business demands. The individual will act as a thought-partner to local

systems and will encourage collaboration and best-practice sharing within the region

and globally.

Responsible for integration across different parts of the BCG matrix in the region, the

AP CT Talent Acquisition Senior Director ensures that the overall business strategy is

reflected in APs recruiting strategy and that activities are integrated with the other

HR/People functions. The AP CT Talent Acquisition Senior Director is expected to play

a key role on regional and global projects, to work with senior stakeholders and lead

and manage change across the region.

Set the strategic direction

• Develop and execute AP regional recruiting strategy in support of our global and regional People Strategy, in particular looking to expand and diversify candidate pools and support an increasing expertise-based recruiting effort
• Collaborate with other BCG functions and colleagues (Finance, Marketing, DE&I, global counterparts, etc) to develop recommendations for addressing trends impacting recruiting (new media, importance of social impact, lateral hiring value proposition, increasing diversity etc)
• Develop strong relationships with local office recruiting teams to influence and coordinate annual plans, highlight disconnects, ensure smooth hand-offs, and explore trade-offs in investment and resource deployment
  
  

Support local offices, systems and Practice Areas (PAs)

• Build and share know-how around expert and lateral hire recruiting value proposition, approaches, interview methods etc. in AP
• Support the recruiting of PA-Focused hires:
• Work with HR to support integration
  
  

Drive teaming and best-practice sharing across AP

• Thought partner with AP system Recruiting MDPs and develop an AP Recruiting MDP network that creates value for those involved
• Drive the network of local office recruiting teams and elevate best-practice sharing especially in new and experimental/strategic directions e.g. candidate conversion, lateral integration processes, pool expansion, women hiring
• Lead initiatives to improve recruiting performance. Initiatives will vary year to year and could include: driving senior women hiring, conversion pilots, improving interview yields (calibration, format, etc.)
  
  

Lead regional shared service for sourcing and recruiting operations

• Define the strategy for the team, including defining which systems to onboard into the SS over time
• Drive operational excellence and continuous improvement in the team
  
  

Lead executive recruiting across AP

• Manage executive search and recruiting for all systems through either a system or regional delivery model
  
  

Manage and develop a multi-country team of professionals

• Provide leadership, guidance, and mentoring to the AP regional recruiting team that is dispersed around the region
• Oversee the financial management of the regional recruiting team, including budgeting, forecasting, and cost control
  
  

Participate In Global/regional Projects As Required

• Help shape regional and global recruiting/HR initiatives (e.g. HT2, Branding) as a key contributor and represent AP systems viewpoints
  
  

Oversee metrics and reporting

• Determine strategic reporting requirements to drive insight and meaningful tracking
• Ensure accurate and consistent reporting of metrics to assess the effectiveness of AP recruiting activities
  
  

YOU'RE GOOD AT

• Deep understanding of a strategic consulting firms recruiting processes, HR processes, and management structures
• Strong business acumen and ability to partner with business leaders to steer a strategic agenda and drive alignment and outcomes
• Strong communication, collaboration and influencing skills
• Ability to build strong relationships and network with local, regional and global stakeholders across cultures and time zones
• Ability to thrive in a fast-paced, dynamic, multi-cultural and high-growth environment
• Strong project management skills, with the ability to manage multiple projects simultaneously
• Pragmatic change management
• Experience leveraging data and technology to drive recruitment outcomes and improve processes
• Customer-centric written and verbal communication and presentations
• Experience with executive search firms and headhunters is valuable
  
  

You Bring (experience & Qualifications)

• 15+ years of experience in talent acquisition, with a proven track record of success in recruiting top talent across all levels and functions
• Experience leading a team of recruiting professionals, with a strong focus on coaching and developing talent
• Advanced skills in BCGs digital toolkit including Excel, PowerPoint, Slack, Trello, Miro
• GenAI-related technologies, etc
• Relevant educational qualifications e.g. MBA
• Knowledge of AP systems and BCG matrix/processes a distinct advantage
  
  

YOU'LL WORK WITH

• AP Consulting People Team Executive Director
• AP Chief HR Officer
• AP Recruiting MDP
• AP system Recruiting MDPs
• Practice Area leads
• Business Unit leads
• AP system Recruiting leads
• Global Recruiting leads (MDP and BST)
  
  

What you will do (Continued)

Participate in global/regional projects as required

Help shape regional and global recruiting/HR initiatives (e.g. HT2, Branding) as a key

contributor and represent AP systems viewpoints

• Act as member of steering committees, sounding boards or as a sparring
  
  

partner as appropriate

• Provide regional/recruiting perspective, ensure priorities are represented and
  
  

ensure buy-in from key-stakeholders

Oversee metrics and reporting

• Determine strategic reporting requirements to drive insight and meaningful
  
  

tracking

• Apply a strategic lens to metric reporting and analysis to understand trends
  
  

and performance of the recruiting function

• Ensure accurate and consistent reporting of metrics to assess the effectiveness
  
  

of AP recruiting activities

• Track, manage and update the AP regional recruiting budget; make
  
  

recommendations around opportunities to be more efficient and effective in

execution from year to year

• Update information on our recruiting performance to leadership teams
  
  

periodically