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Head of Permanent Recruitment, Singapore - BRUNEL INTERNATIONAL SOUTH EAST ASIA PTE. LTD.
Description
Roles & ResponsibilitiesRole Overview:
• The role of the Head of Permant Recruitment includes:
Maintaining subject matter expert level knowledge of a technology sector and/or geographical area
Leading and managing a team of Consultants at various levels
Contributing to the market strategy to develop the team and increase market share working in collaboration with Managing Director.
Managing team performance towards the team GP target and budgets whilst actively billing to contribute GP towards own individual target.
• Lead and manage a team focussed on a specific market sector/vertical market and or geographical area.
Responsibilities:
• Leading a team by example, actively billing in addition to day to day team management.
• Ownership and accountability to deliver the team budget.
• Reporting concise management information updating on the current position and pipeline of the team in addition to any ad hoc topical issues.
• Managing the performance of team members with appropriate positive and negative consequences to individual performance and behaviour. This includes formal management carrying out:
Weekly 121 meetings with each team member to check-in, review the outcomes of the previous week's activity and set objectives for the following week. Issues with low activity, low skill level or low insufficient business pipeline to be addressed.
Monthly and Quarterly Reviews with each team member to review progress, share feedback on performance, support career development and set and manage expectations against this. All to be recorded into Sage HR and both parties to sign off.
End of year reviews with each team member to review the outcomes and development of the previous year and agree development plans for the coming year.
• Setting the tone for the behaviours required, the culture and work ethic of the team.
• Ad hoc day to day management and motivation of the team.
• Supporting the learning and development of the team by identifying the development opportunities of each individual and working in partnership with Learning and Development and others in the business to close these gaps through observation, coaching, call feedback, and ad-hoc team training sessions where necessary.
• Embed the learning and practices given to the team members at a local level following formal training sessions delivered by Learning and Development.
• Achieving personal target GP billings.
• Developing relationships with new and existing candidates and clients networking through to map specific vertical market and continuing to develop reputation a go-to player/subject matter expert in this market.
• Owning the annual budget and target for team GP.
• Utilising the market information learned through market research and day to day conversations with clients and candidates in the market to work collaboratively with the team, the Director/Managing Director and the wider business to contribute input to strategic plans to grow market share, team GP and team headcount.
• Commercial decision making.
• Managing remote team members where required.
• Interviewing and hiring team members using the correct recruitment policy and processes, ensuring diversity is considered through all hiring processes.
Key Deliverables:
• This role is responsible for achieving their own individual GP targets and also responsible for the team performance of their direct reports.
• Individual GP
• Team GP
• Team Pipeline
• GP per head
• Performance Management of team is undertaken regularly and recorded
Skills:
• Managing and motivating the team.
• Subject matter expert level knowledge of the sector (technology sector and or geographical sector).
• Developing strategy for business growth.
• Commercial decision making.
• Developing new business.
• Onboarding of new starters and assigning a buddy within the team to support
• Providing desk level coaching and training and identifying training needs across the team.
• Ensuring communication is cascaded to team in a timely and appropriate manner
• Ability to manage personal conflict or difficult or sensitive situations within the team.
• Influencing skills and stakeholder management skills to be used both internally and externally.
Behaviours:
• Outcome focussed - proactively ensuring consistent achievement of team and personal KPIs and GP.
• Focussed on the greater needs and performance of the team and the business rather than own individual preferences, collaborating with others to achieve better outcomes.
• Brand ambassador, consultative approach and professional persona both internally and externally.
• Continually seeking to expand client base and leading from the front empowering Consultants to bring new clients on board.
• Sharing market information with the global team.
• Driving team development and messages/practices from central HQ at a local level ensuring they land within the team to form new working habits.
• Process driven, understanding the importance of database utilisation.
• Drives team culture and behaves in a way where team members respect and buy into their leader.
• Participation in team building events, charitable events and networking events.
• High energy attitude and positive yet realistic outlook.
• Thrives in a high-pressure environment.
Influencing Skills
Management Skills
Team Development
Career Development
Team Training
Team Management
Persona
Team Building
Decision Making
Stakeholder Management
Vertical Market
Performance Management
Conflict
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