Total 158 media management manager job vacancies in Human Resources category in Australia

As a Talent Acquisition and Talent Management Partner, you will be responsible for sourcing, attracting, and selecting top-tier candidates while also contributing to the development and implementation of talent management strategies. You will play a pivotal role in shaping our organisation's workforce by identifying, acquiring, and nurturing talent across all stages of the employee lifecycle.

Responsibilities:

Partnering with Hiring Managers:

• • Collaborate with hiring managers to define job requirements and understand team dynamics.
  • Establish a strong working relationship to align recruitment strategies with business objectives.
  • Provide guidance on effective recruitment practices, market insights, and candidate availability.
  • Manage the internal Talent Review process engaging senior managers and ensuring all identified talents have relevant development plans in place.

Sourcing and Attraction:

• • Utilize various sourcing methods (job boards, social media, networking, etc.) to identify potential candidates.
  • Liaise with Schreder Group Talent team when a Global role becomes available.
  • Craft compelling job descriptions and advertisements to attract suitable candidates.
  • Proactively build and maintain a pipeline of qualified candidates for current and future openings.
  • Manage & negotiate blue collar recruitment agency contracts (current & making introductions to new agencies)

Screening and Selection:

• • Review resumes and applications to shortlist qualified candidates.
  • Conduct initial phone or video interviews to assess candidates' skills, experience, and cultural fit.
  • Coordinate and schedule interviews with hiring teams and manage candidate feedback. 

Interviewing and Assessment:

• • Conduct in-depth interviews to assess candidates' technical skills, behavioral competencies, and motivation.
  • Administer relevant assessments and tests to evaluate candidates' qualifications.
  • Provide detailed assessments and recommendations to hiring managers for final selection.

Candidate Experience:

• • Ensure a positive and engaging candidate experience throughout the recruitment process.
  • Keep candidates informed about their status and next steps, providing timely feedback.
  • Address candidate inquiries and concerns, representing the company's values and culture. 

Offer Negotiation and Onboarding:

• • Collaborate with HR and hiring managers to extend job offers to selected candidates.
  • Assist in negotiating compensation packages and other employment terms.
  • Facilitate the transition from candidate to new employee, ensuring a smooth onboarding process. 

Recruitment Metrics and Reporting:

• • Maintain accurate and up-to-date records of candidate interactions in the applicant tracking system.
  • Provide regular reports and insights on recruitment metrics, including time-to-fill, source effectiveness, and candidate demographics.
  • Identify trends and improvement opportunities

Market Research and Talent Mapping:

• • Stay updated on industry trends, recruitment best practices, and competitive intelligence.
  • Provide up-to-date salary competitive data for annual salary review
  • Conduct talent mapping to identify potential candidates and gather insights about the talent landscape.

Employer Branding:

• • Partner with the Marketing team and participate in employer branding activities to promote the organisation as an employer of choice.
  • Ensure a consistent and positive employer brand image across various channels.

Learning and Development:

• Identify training needs and collaborate with L&D teams to design and deliver relevant training programs.
• Support the creation of career development plans for employees, helping them achieve their professional growth goals.
• Partner with HRBP to ensure all white collar employees have relevant development objectives defined in annual KPI setting process

Title:

The Company

Kellogg Brown and Root (KBR) is a leading Defence and Government professional services provider. KBR Australia has been engaged in working with Defence and Defence Industry for over 20 years and has core competencies in program and project management, engineering, asset management, integrated logistics support, procurement and training solutions, and provides in-depth expertise to a wide range of projects within the Defence sector.

The Role

As the Talent Acquisition Manager for the fastest growing division of KBR globally you will be key to continuing that growth. You will ensure excellence in the operational delivery of talent acquisition solutions and lead by example in providing an exceptional experience for candidates and hiring managers, as well as expert advice and guidance throughout KBR’s hiring process to the team and business stakeholders.

As a subject matter expert in talent acquisition, you will manage the hiring and pipelining of talent for KBR’s Government Solutions business, with a focus on continuous improvement and governance of the team to manage risk. You will also help to drive innovation in sourcing strategies, employer branding and attraction and retention of top talent more broadly.

Leading a high-performing and close-knit team who are recognised across the business for excellence, you will provide instruction and mentorship to other team members whilst ensuring consistency in hiring processes, playing a key role in assessment and hiring decisions, and ensuring quality of hire and quality of service across your portfolio.

Required Qualifications, Experience and Knowledge

• Significant experience in talent acquisition, ideally at a mid-to-senior level

• In-depth knowledge of full-lifecycle talent acquisition and employer branding best practice

• Strong experience with HRIS, ATS and talent acquisition tools with a focus on data integrity

• Excellent written and verbal communication skills are a must, as is attention to detail

• The ability to effectively coach and mentor, and to measure performance and apply standards

• You must be an Australian Citizen with a current AGSVA clearance or the ability to obtain one

Desirable Experience

• Australian Defence Industry experience

• Internal talent acquisition experience

• Experience working for a global organisation with involvement across the Asia Pacific region

Benefits of KBR

KBR is committed to supporting the professional development of staff at every stage of their career through in-house training, performance rewards and structured career paths. We offer a competitive package of lifestyle benefits that include family-friendly work hours. KBR is an equal opportunity employer committed to providing an inclusive and diverse work environment. We encourage candidates of all abilities to apply.

If you’re ready to shape tomorrow, let’s get started. Apply Now!

As a Major Service Provider of the Australian Defence Force, a security clearance will be required and compliance to International Traffic in Arms Regulations (ITAR). As such, our hiring decisions are based on the key requirements of each role and candidates are selected based on their unique strengths and experiences.

Additional benefits include:

• Bonus schemes
• Professional development opportunities
• Income protection
• Salary packaging and Novated leases
• Life/Health insurance discounts
• Free parking (some sites)
• End of trip facilities (some sites)
• Employee stock purchase plans
• Competitive paid parental leave
• Paid reservist leave
• And much more!

#LI-JB1

Life as a Talent Manager:

Reporting to the head of partner resources and a key part of the HR leadership team, you will play an integral role in leading the national recruitment strategy, manage a small and effective team whilst owning the corporate recruitment portfolio.  

This is a rewarding and fast paced position that requires someone who is genuinely a ‘people person' and loves connecting with others, someone who thrives under pressure, meets deadlines, has a passion for recruitment and wants to make a positive contribution.

Your role responsibilities will involve but not be limited to:

• Collaborating closely with senior business leaders to develop and implement strategic resourcing plans to address critical workforce segments and addressing talent shortages
• Lead, coach and develop a high performing team to ensure delivery of a great experience for all stakeholders and candidates
• Utilising a variety of attraction strategies and contemporary recruitment methodologies that balance attracting strong talent pipelines with speed to market
• Continue to review and improve the Talent Acquisition operating model and partner with senior leaders to understand key business, customer, environmental, social, technology that will enable talent attraction, speed to hire, and stable candidate pipeline
•  
• Work closely with the Operations team to assess and identify internal talent and integrate in to workforce and recruitment planning.
• Continuous improvement and maintenance of collateral and record keeping to ensure the internal talent pipeline is relevant and current.
• Use a range of data and metrics to monitor performance to generate insights and identify opportunities for continuous improvements
• Work collaboratively across Starbucks Australia’s Leadership team to continually improve the service and experience that our team collectively deliver
• Lead key strategic talent acquisition projects ensuring any changes affecting the business and the team are implemented in line with Starbucks policies and values

Reporting directly to the Hotel General Manager, this hands-on but autonomous role will be responsible for the efficient and effective operation of the Talent & Culture (HR) Department. You will work 3 days per week in a 0.6 FTE role with some flexibility in days. In this true generalist role, your main responsibilities will include:

• Managing every aspect of the employee lifecycle
• Provision of advice and support to department managers
• Act as the first point of contact for HR queries from the team
• Prepare monthly HR and business reporting
• Manage communication channels through to team members
• Participate strategically in the team engagement action plan
• Manage industrial relations, ensuring legislative compliance and best practices are met

The Mercure Brisbane Spring Hill has a great opportunity for a full time Talent and Culture Manager. This opportunity would suit a seasoned Talent & Culture Manager looking for the exciting challenge of a hotel rebrand or an experienced Business Partner ready to step up into your first management role.

Our ideal candidate is a confident, innovative and dynamic leader, who is supportive and thrives on building human connection.

You will partner with the General Manager to:

• Oversee the entire Talent & Culture function with a hands on approach
• Develop and implement a strategic Talent and Culture plan for the Hotel
• Lead talent development
• Ensure Accor policies and internal controls are operating effectively
• Ensure WHS and risk management are compliant
• Drive community engagement to care for Country
• Oversee performance enhancement and management