Global Director Executive Talent Acquisition
Company: Cisco
Location: San Jose
Posted on: April 22, 2024
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Job Description:
Who We Are
Cisco's Executive & Board (E&B) organization entices and
strengthens visionary, agile, and inclusive executives through our
focused talent initiatives - benefiting all of Cisco and our
shareholders. The global Executive Talent Acquisition (ETA)
organization is constantly evolving to drive innovation, efficiency
and attract best-in-class talent. Cisco's Executive (VP+) Talent
Acquisition team is responsible for developing global strategies to
hire exceptionally talented senior leaders. This includes providing
Hiring Managers and candidates with high-touch and compelling
experiences during the recruitment and hiring process, while
working collaboratively and cross-functionally with key leaders
across the company to develop creative and innovative solutions
that support and sustain Cisco's growth.
What You'll Do
As a direct report to the Sr. Director, Global ETA/TA Leader, you
will play an essential role in fueling Cisco's growth with
extraordinary talent. As the Global ETA Director, you will play a
pivotal role in shaping Cisco's senior leadership team. You
will...
---Lead, mentor, and inspire a high-performing team of executive
recruiters and sourcers.
---Co-create and execute a comprehensive executive talent
acquisition strategy aligned with the company's business
objectives.
---Build strong partnerships with senior leaders, hiring managers,
and HR business partners to understand talent needs and align
recruitment efforts with business objectives.
---Personally manage the recruitment of key executive positions;
build strong partnerships with senior leaders and HR business
partners; and oversee the end-to-end executive recruitment
process.
---Utilize data, industry knowledge, and experience to identify and
attract diverse talent and influence long-term hiring
strategies.
---Ideate and execute a diverse hiring strategy in line with key
business objectives and serve as subject matter expert.
---Foster a collaborative and innovative team culture that attracts
top talent and drives continuous improvement.
---Manage and advise on C-Suite succession management.
---Collaborate with internal stakeholders, including other talent
acquisition leaders, to enhance the executive candidate experience
and ensure alignment with the enterprise strategies.
---Stay informed of industry trends, competitor practices, and
market dynamics to inform talent acquisition strategies and attract
top executive talent.
---Provide market insights, including industry mapping and research
to improve our competitive position across global talent
markets.
---Develop strategies and execution plans to build proactive talent
pools and to promote opportunistic hires, dependent upon business
strategies.
---Partner with Cisco's Preferred Executive Search Partner(s) and
Executive Recruiter(s) throughout the recruiting process when an
Executive Search Firm is engaged.
Who You Are
---This Director will be a respected leader who is proactive and
responsible in challenging the status quo while anticipating needs
and then developing strategic, tactical, and effective executive
talent acquisition strategies to accomplish organizational
objectives.
---The successful candidate will be an assertive, results- and
success-oriented self-starter who has the stature, presence, and
credentials to operate effectively across multiple businesses and
geographies in the company.
---This person will have successful business experience in a highly
regarded major corporation known for the quality of its talent
acquisition activities.
---The candidate must have demonstrated the ability to work
effectively as a senior business partner with senior executives and
clients to successfully develop and implement plans, programs, and
policies.
---The candidate must demonstrate the enthusiasm, relationships,
influencing skills, presence, and the confidence necessary to
secure commitment and to lead the implementation of sophisticated
programs and activities.
---This person must have business relevance, gravitas, and skills
to quickly establish credibility across the organization, coupled
with the patience to carefully learn about and be accepted by the
organization.
Minimum Requirements
The Global ETA Director will be a seasoned leader with tremendous
drive, intelligence, and capability. This Director will be highly
motivated and have the ability and desire to have significant
impact across the organization. The successful candidate will be a
"systems thinker" who operates not only on the basis of important
past experiences, but considering new approaches and developments
that occur in the marketplace. Additional personal and professional
attributes include:
---10-plus years' experience leading talent acquisition teams.
Preferred experience leading VP+ level/Executive TA and Sourcing
teams. Preferred experience in a large multinational company where
strategic leadership, including senior management influence and
matrixed leadership have been demonstrated. An undergraduate degree
is required. An MBA is preferred.
---A history of creating and leading an innovative, end-to-end
hiring strategy and organization aligned with strategic business
needs.
---Demonstrated success in building and collaborating with an
extensive network of direct and matrixed stakeholders. Ability to
partner across various functions, developing strong working
relationships with clients, employees, and HR colleagues.
---Knowledge of executive recruiting systems, models,
methodologies, and operations.
---Proven experience managing a team of recruiters and demonstrable
track record of leading a high-level client engagement.
---Experience leading virtual teams.
---Ability to Lead by example in consultative behaviors,
relationship building, and communications across all of P&C,
and within the business at all levels including executives.
---Ability to speak the language of data analytics, story-tell, and
use that to influence strategy.
---Proven track record and ability to influence, drive, and manage
change (process and organizational) up and down the hierarchy.
---Effective communications skills both verbal and written.
Why Cisco?
#WeAreCisco. We are all unique, but collectively we bring our
talents to work as a team, to develop innovative technology and
power a more inclusive, digital future for everyone. How do we do
it? Well, for starters - with people like you! Nearly every
internet connection around the world touches Cisco. We're the
Internet's optimists. Our technology makes sure the data traveling
at light speed across connections does so securely, yet it's not
what we make but what we make happen which marks us out. We're
helping those who work in the health service to connect with
patients and each other; schools, colleges, and universities to
teach in even the most challenging of times. We're helping
businesses of all shapes and sizes to connect with their employees
and customers in new ways, providing people with access to the
digital skills they need and connecting the most remote parts of
the world - whether through 5G, or otherwise.
We tackle whatever challenges come our way. We have each other's
backs, we recognize our accomplishments, and we grow together. We
celebrate and support one another - from big and small things in
life to big career moments. And giving back is in our DNA (we get
10 days off each year to do just that).
We know that powering an inclusive future starts with us. Because
without diversity and a dedication to equality, there is no moving
forward. Our 30 Inclusive Communities, that bring people together
around commonalities or passions, are leading the way. Together
we're committed to learning, listening, caring for our communities,
whilst supporting the most vulnerable with a collective effort to
make this world a better place either with technology, or through
our actions.
So, you have colorful hair? Don't care. Tattoos? Show off your ink.
Like polka dots? That's cool. Pop culture geek? Many of us are.
Passion for technology and world changing? Be you, with us!
#WeAreCisco
Message to applicants applying to work in the U.S. and/or
Canada:
When available, the salary range posted for this position reflects
the projected hiring range for new hire, full-time salaries in U.S.
and/or Canada locations, not including equity or benefits. For
non-sales roles the hiring ranges reflect base salary only;
employees are also eligible to receive annual bonuses. Hiring
ranges for sales positions include base and incentive compensation
target. Individual pay is determined by the candidate's hiring
location and additional factors, including but not limited to
skillset, experience, and relevant education, certifications, or
training. Applicants may not be eligible for the full salary range
based on their U.S. or Canada hiring location. The recruiter can
share more details about compensation for the role in your location
during the hiring process.
U.S. employees have access to quality medical, dental and vision
insurance, a 401(k) plan with a Cisco matching contribution, short
and long-term disability coverage, basic life insurance and
numerous wellbeing offerings. Employees receive up to twelve paid
holidays per calendar year, which includes one floating holiday,
plus a day off for their birthday. Employees accrue up to 20 days
of Paid Time Off (PTO) each year and have access to paid time away
to deal with critical or emergency issues without tapping into
their PTO. We offer additional paid time to volunteer and give back
to the community. Employees are also able to purchase company stock
through our Employee Stock Purchase Program.
Employees on sales plans earn performance-based incentive pay on
top of their base salary, which is split between quota and
non-quota components. For quota-based incentive pay, Cisco
typically pays as follows:
.75% of incentive target for each 1% of revenue attainment up to
50% of quota;
1.5% of incentive target for each 1% of attainment between 50% and
75%;
1% of incentive target for each 1% of attainment between 75% and
100%; and once performance exceeds 100% attainment, incentive rates
are at or above 1% for each 1% of attainment with no cap on
incentive compensation.
For non-quota-based sales performance elements such as strategic
sales objectives, Cisco may pay up to 125% of target. Cisco sales
plans do not have a minimum threshold of performance for sales
incentive compensation to be paid.
Keywords: Cisco, San Jose , Global Director Executive Talent Acquisition, Executive , San Jose, California
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