Please direct your responses to: heidi.sauter@mckesson.com
Role Summary
The Talent Advisor (TA) reports to Talent Acquisition leadership and is accountable to deliver the best talent with the right combination of skills and experience to drive organizational impact. Talent Advisor acts as talent acquisition consultants to business clients and is responsible for assisting in identifying the best candidates to fill open positions, and deliver on organizational objectives. Additionally, Talent Advisors are accountable to partner with Talent Acquisition's sourcing strategic partner in managing the talent pipeline, while executing recruitment strategies to support and fill McKesson's staffing needs.
The Talent Advisor will support the talent acquisition efforts for a business unit or units and/or specific functions and/or geographies. The Talent Advisor acts in an individual contributor capacity and will work closely with the hiring managers and strategic partners.
Key Responsibilities
 Needs Identification
- Partners with hiring manager for identified businesses/functions to understand and prioritize position requirements, and influences staffing decisions according to business needs.
- Gains agreement on service level agreements and sets clear expectations with hiring manager.
- Engages with the Talent Acquisition sourcing partner and facilitates the assessment process with the hiring manager by conducting thorough in-take sessions, clarifying hiring roles and responsibilities, and ensuring hiring job descriptions reflect accurate knowledge, skills and abilities required.
- Gains understanding and visibility of internal candidate pool and skill sets by reviewing possible internal candidates with Talent Acquisition Strategists and/or Talent Management.
- Establishes best selection process in terms of strategy, tools and participant experience.
 Sourcing Partnership
- Builds collaborative partnership with the sourcing partner to engage in the proactive sourcing and successful identification of top talent for open requisitions within a business unit or units and/or specific functions; facilitates prioritization of talent needs.
- Suggests and executes effective and efficient recruitment strategies needed to acquire top talent, including diverse and military candidates.
- Conducts a full in-depth Interview with qualified candidates to determine level of qualification, and assesses and vets out top talent for open positions.
- Delivers slates of qualified and diverse talent for current and anticipated roles in the organization.
 Selection Influence
- Utilizes a consultative approach with hiring teams for assessment and selection ensuring business needs are met.
- Provides guidance and influence to HRBPs and business leaders to ensure the right people are hired for the right positions at the right time.
- Educates hiring managers on conducting behavioral interviewing, and facilitates selection process and discussion, in order to ensure effective, legal interviewing practices.
- Manages positive candidate and employee experience throughout the recruitment process.
- Influences overall hiring process to achieve timeliness of SLA's.
 Offer Process
- Assists hiring manager in developing and gaining approval for competitive offer packages.
- Facilitates understanding of offer components to gain offer acceptance with the candidate.
- Hands off candidate information/offer components to coordinator/HR Ops.
 Communication and Reporting
- Responds to talent acquisition needs and inquiries from HRBPs, business leaders, hiring managers, TA strategists, etc. , with firm-specific business knowledge
- Provides hiring manager accurate and timely update on candidate activity, tracks talent acquisition metrics and reports trends and issues to TA leadership, providing recommendations for improvement
- Maintains up-to-date candidate records in the applicant tracking system for accurate reporting and analysis
- Reaches out to new hires to raise awareness of the employee referral program, as applicable and harvest referrals
- Maintains strong cross functional partnerships with business, HRBPs, business leaders, hiring managers and TA strategists, and strategic partners
Desired Skills and Experience
- Minimum five (5) years experience in human resources with recruiting experience preferred
- Excellent relationship management skills-ability to establish credibility and partner with leaders to identify talent gaps, needs, risk and plans for actions
- Ability to translate business plans to recruitment strategies
- Strong project management skills and the ability to execute fast-paced and high volume recruitment efforts
- Strong customer orientation and influencing skills
- Expert knowledge of employment law, corporate recruitment practices
- Excellent written and verbal communication skills
- In-depth experience in competency-based interview and assessment techniques
- Strategic, creative and innovative thinking skills, ability to exercise sound judgment
- Excellent organizational and time management skills
- Knowledge of workforce planning (forecast, identify specific needs, skills, locations, and behaviors)
- In-depth knowledge of organization and/or external market trends
Education
- Bachelor's degree in human resources, business administration, organizational development, or a related degree required.
Critical Knowledge & Core Competencies
- Strong business acumen
- Influence and negotiation skills
- Client partnering
- Customer orientation
- Builds collaboration
- Influences other w/o authority
- Talent Champion
- Innovative mindset
- Leadership
- Drives Execution
Key Differentiators
- Requires in-depth knowledge and experience
- Decisions are guided by policies, procedures and business plan; receives oversight and direction from manager
- Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors
- Uses best practices and knowledge of internal or external business issues to improve delivery of services
- Solves complex problems; takes a new perspective using existing solutions
- Works independently; receives minimal guidance on day-to-day work and deliverables
Career Level
Individual Contributor
Summary
Individual contributor requiring in-depth knowledge and experience within the discipline.
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