Chief Talent Officer Job Description

What is a Chief Talent Officer?

A Chief Talent Officer is a human resources executive who supports the overall business plan of a company/organization through talent management and performance monitoring. They orchestrate new hires, developmental changes, policy adjustments, and training sessions to ensure that the entire organization progresses toward its business goals.

A Chief Talent Officer provides leadership to a human resources department by articulating needs to upper management, and offering solutions to production or efficiency challenges. They are directly responsible for the strategic and tactical oversight of all aspects of talent work. A Chief Talent Officer is responsible for providing support to the talent acquisition process through pre-hire and post-hire activities and is an expert resource for Applicant Tracking System (ATS) and candidate management platform management, training, and advice, as well as day-to-day inquiries.

The common roles and responsibilities of a Chief Talent Officer include:

• Analyzing current human resources and people programs systems to identify problems.
• Conferring with the CEO and Executives to make recommendations and provide guidance on how to best build a people strategy that achieves aggressive growth agenda.
• Analyzing current company protocol, providing consulting services to help create a set of people programs that up-level the organization, and building a world-class culture of innovation and execution.
• Using consulting and human resources expertise, advising management to ensure the business has a seamless and engaging onboarding program that can scale globally and create excitement.
• Advising Talent Acquisition, Marketing, and Leaders to help create an employer brand that stands out from the competition.
• Measuring and improving employee engagement, employee satisfaction, culture, and retention.
• Advising on how to best create an environment where quick and efficient communication is the norm.
• Developing communication platforms, best practices, and training.
• Consulting on workforce planning and organization design with Leaders to ensure delivery on the massive growth of the business.
• Creating a comprehensive strategy to grow the talent by recommending best-in-class learning technologies, as well as homegrown content.

• Handling complex recruitment and scheduling processes with hiring managers and high-touch candidates.
• Managing the offer process, including creating and routing offer letters for approval.
• Leading independent discussions with Hiring Managers as needed.
• Coordinating background, drug, and reference checking processes.
• Arranging travel, transportation, and accommodation.
• Coordinating all aspects of onboarding processes.
• Providing other administrative support to Recruiters as needed.
• Researching and coordinating vendor processes and methods to identify and approve vendors.
• Assisting in the preparation of purchase order requests and project proposals.

• Drafting, editing, and posting positions in ATS accurately and within the specified timeframe(s) with proper approval channels.
• Ensuring candidates follow appropriate workflow within ATS.
• Sending and collecting responses through new hire and applicant surveys.
• Assisting with the administration, optimization, and use of Applicant Tracking System.
• Creating and managing basic metrics reporting.

• Creating and implementing recruitment marketing plans and strategy.
• Utilizing proprietary software for mobile and email campaigning to talent communities.
• Tracking job posting information in a Recruitment Marketing Plan.
• Posting positions to external resources, such as job boards and social networking sites.
• Managing vendor relationships and interactions.

• Providing best practices and process improvements throughout the talent acquisition cycle.
• Documenting process changes, such as process maps, team structure charts, and detailed procedures.
• Identifying and troubleshooting issues, and escalating as appropriate.
• Identifying opportunities for improving both client and candidate experience and scheduling efficiency; making process recommendations to achieve operational excellence.
• Tracking, reporting, and providing feedback on vendor performance.
• Troubleshooting all vendor problems and presenting them to management, as required.

How to write a Chief Talent Officer job description:

• Describe the genesis of the company.
• Describe the company’s mission and vision.
• Describe the company’s growth/achievements.

• Supports the overall business plan of a company/organization through talent management and performance monitoring.
• Orchestrates new hires, developmental changes, policy adjustments, and training sessions to ensure that the entire organization progresses toward its business goals.
• Provides leadership to a human resources department by articulating needs to upper management, and offering solutions to production or efficiency challenges.
• Responsible for providing support to the talent acquisition process through pre-hire and post-hire activities and is an expert resource for Applicant Tracking System (ATS) and candidate management, training, and advice, as well as day-to-day inquiries.
• Analyzes current human resources and people programs systems to identify problems.
• Confers with the CEO and Executives to make recommendations and provide guidance on how to best build a people strategy that achieves aggressive growth agenda.
• Analyzes current company protocol, provides consulting services to help create a set of people programs that up-level the organization, and builds a world-class culture of innovation and execution.
• Advises Talent Acquisition, Marketing, and Leaders to help create an employer brand that stands out from the competition. Measures and improves employee engagement, employee satisfaction, culture, and retention.
• Advises on how to best create an environment where quick and efficient communication is the norm.
• Develops communication platforms, best practices, and training.
• Consults on workforce planning and organization design with Leaders to ensure delivery on the massive growth of the business.
• Creates a comprehensive strategy to grow the talent by recommending best-in-class learning technologies, as well as homegrown content.

• [Type of] degree required/preferred.
• [Years] experience in a business or office environment required/preferred.
• [Years] HR and/or talent acquisition experience required/preferred.
• Senior leadership HR-related role required/preferred.
• Experience managing multiple high-performing individuals or teams required/preferred.
• Knowledge of commonly used concepts, practices, and procedures within the talent acquisition function required/preferred.
• Demonstrated success in Applicant Tracking Systems (ATS) and reporting capabilities.
• Recruiting; Leading Performance Management; using ADP (Payroll System) required/preferred.
• Excellent strategic, analytical and critical thinking skills.
• Excellent communication, able to influence and facilitate decision-making among multiple, diverse parties.
• Demonstrated proficiency with the Microsoft Office suite, including Outlook, Excel, and Powerpoint; Fluency in [Language(s)] required.
• Good interview skills, negotiation and Employer Branding knowledge

Additional Information:

Equal Opportunity Statement:

Statement that the company is committed to diversity in its workforce and is proud to be an equal opportunity employer. Statement that the company considers qualified applicants without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, marital status, pregnancy, sex, gender expression or identity, sexual orientation, citizenship, or any other legally protected class. Statement that the company is an Affirmative Action and Equal Opportunity Employer. Statement that company is committed to offering an inclusive and accessible experience for all job seekers, including individuals with disabilities.

Data Privacy Notice:

Provide a link to the document that provides transparency around the way in which the company handles personal data of employees and job applicants.

Compensation/Benefits:

Compensation/salary structure/bonuses.

Benefits package. 401k matching, if applicable. Paid time off, if applicable. On-the-job training and coaching, if applicable.

Sources:

https://www.indeed.com/career-advice/finding-a-job/chief-people-officer-vs-chief-talent-officer https://jobs.smartrecruiters.com/Cielo2/743999832669207-senior-talent-acquisition-coordinator https://jobs.smartrecruiters.com/BoschGroup/743999832802943-talent-acquisition-officer https://jobs.smartrecruiters.com/smartrecruiters/743999706916518-chief-people-officer https://jobs.smartrecruiters.com/UncommonSchools/743999730474385-chief-talent-officer