Workforce Planning & Talent Acquisition Manager in FLORENCE, Florence, Italy

Workforce Planning & Talent Acquisition Manager

 

Florence, Italy 

 

About Us\:

Baker Hughes, a GE company (NYSE\:BHGE) is the worlds first and only fullstream provider of integrated oilfield products, services and digital solutions. Drawing on a storied heritage of invention, BHGE harnesses the passion and experience of its people to enhance productivity across the oil and gas value chain.

BHGE helps its customers acquire, transport and refine hydrocarbons more efficiently, productively and safely, with a smaller environmental footprint and at lower cost per barrel. Supported by the digital industrial strength of GE, the company positions minds, machines and the cloud to break down silos and reduce waste and risk, applying innovations from other industries to progress its own.

People are a key part of our success and how we do business; hence, we devote investment in our 64,000 employees in over 120 countries. Fostering a diverse and inclusive workforce is not just the right thing to do, but essential to achieving a competitive advantage.

Follow Baker Hughes, a GE company on Twitter @BHGECo, or visit us at BHGE.com.

 

Purpose of Role\:

The Workforce Planning & Talent Acquisition Manager is required to provide expertise in the creation of the strategic workforce plan (2-5 years) and headcount plans (12 months). Creating and directing the deployment of workforce planning strategy, programs and processes based on the resourcing requirements of the product companies. In parallel, the role requires discovering best in class workforce planning technologies and software tools to implement the companies staffing plans globally.

In addition, the role will play an essential part in defining the Turbo Machinery & Process Solutions (TPS) recruiting strategy. Working effectively with the Global Talent Acquisition team to define and establish best practices, facilitating initiatives that position us as an employer of choice, to be present at industry, career and University forums and to increase TPSs external brand awareness. 

This is a highly collaborative role requiring strong global partnerships and fostering long-term relationships with the product companies leadership teams. To be the single point of accountability for the product company leaders to build trust-based relationships to underpin and influence resourcing plans and for all aspects of workforce and recruiting strategies, including attraction and retention of talent, tenders and projects, and supporting the redeployment of the workforce to maximize P&L opportunities.

Accountabilities\:

The key accountabilities of the Workforce Planning & Talent Acquisition Manager is to fully understand the opportunities for enhancing strategic workforce and headcount planning, to drive execution of a plan directly linked to the business cycle including tendering and execution of customer contracts and managing cyclical trends. Overseeing the end-to-end hiring process and act as source of expertize for the team(s) controlling recruiting, hiring and onboarding activities including process management, operational execution, continual service and process improvements as well as customer satisfaction. The role will also focus on defining the Talent Acquisition go to market strategy for the TPS business and targeted industries.

Key Responsibilities\:

  • Collaborate with product company leaders, fully understand the workforce mix including employees and contingent resources, enabling strategic assessment and planning for future headcount volume and competence requirements.
  • Participate in the development of strategic workforce planning and initiatives, including competency and capability requirements of the product companies.
  • Advise the product company Leaders on opportunities to change the headcount mix of their teams to reduce staffing costs and increase the volume of contract wins by being able to demonstrate proficiency to perform as part of all business tenders.
  • Collaborate with TA Leadership to establish metrics and KPIs to drive performance
  • Influence the effectiveness the teams of Recruiters and Processers who are accountable for the delivery of transactions associated with all talent acquisition, deployment and release activities. 
  • Provide reports to Management to highlight HC trends, movements and statistics and recommend actions to ensure goals and desired outcomes are realized
  • Ensure continuous process improvement. 
  • Facilitate any workforce-related process improvements and cost saving initiatives to ensure best in class service and customer satisfaction achieved.
  • Work closely with TA and monitor competitors practices for the attraction and retention of talent, including marketing methods and compensation strategies. 

Qualifications/Requirements\:

  • Degree level qualification in the same or similar industry or equivalent knowledge or experience
  • Senior HR, Strategic Workforce Planning or Talent Acquisition background in a highly matrixed environment
  • Proficient in the use of the latest strategic workforce planning & forecasting tools and methodologies.
  • Demonstrable skills in headcount planning, talent acquisition and managing complex HR projects, tender submissions and management, ability to implement process improvements and creative solutions in order to save costs and reduce turnaround times
  • Team player who has a track record of working with cross functional and geographically dispersed teams
  • Recognizes what is acceptable and not acceptable within the organization including decision authority and compliance requirements
  • High level of personal energy, credibility, pro-activity and presence
  • Outstanding communication and presentation skills
  • Knowledge of Workday, Kahuna, OptForce, OrcaEyes, or similar workforce planning software tools is preferable


Baker Hughes, a GE company is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law. Learn more


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