Senior Staffing Partner (#3618)

N-iX is looking for an experienced Staffing Partner. As a Senior Staffing Partner you will ensure that the staffing needs of the unit are comprehensively addressed by identifying and fulfilling all staffing requirements and proactively managing staffing challenges to support the unit's ongoing success and growth.

Skills and Experience:

• Over 3 years of experience in staffing and recruitment within the IT industry.
• Upper-intermediate proficiency in English, both written and spoken.
• Strong communication skills, with the ability to effectively negotiate and engage with diverse stakeholders while resolving conflicts.
• Proactive and results-driven, with a proven ability to initiate and lead processes, facilitate group discussions, and design innovative policies and strategies.
• Skilled in problem identification, data analysis, and developing practical, effective solutions.
• Demonstrates creative thinking and an innovative approach to problem-solving.
• Eager to grow and adapt, with a readiness to respond to evolving market dynamics and environmental changes.

Among the main responsibilities and duties are the next one:

Staffing roadmap and cooperation with hiring managers 

Creating and monitoring the staffing roadmap for your assigned unit(s), ensuring that all vacancies and planned deadlines align with client expectations and meet the N-iX SLA, while continuously updating all related staffing functions.

• Conducting preliminary research and analysis on emerging staffing requests to assess staffing options, location specifics, candidate pool availability, compensation ranges, etc
• Onboarding and educating new managers on the Company's staffing-related policies, procedures, and tools.
• Consulting Hiring Managers on staffing best practices, internal rules, and procedures to ensure an efficient staffing process.
• Preparing statistics and reports (e.g., QBR), regularly providing overviews for managers to share market insights, staffing progress, make predictions, and resolve issues using available analytics and data-driven approach

Vacancy lifecycle management

• Analyze, verify, and processes new staffing requests to ensure they contain the required information according to vacancy opening rules (link to rules).
• Create staffing plan (kick-off form) for new staffing requests: negotiate and provide recruitment flow details;  set SLAs; business priority and estimations; verifie job profiles; candidates requirement ; provide project and position details.   
• Assign vacancies to the Talent Acquisition or Internal Talent Mobility (Resourcing)  teams according to pool availability (assigning rules link) and regularly tracks the status.
• Organize kick-off calls for staffing stakeholders if the vacancy specifics meet the criteria for  kick-off rules.
• Fill out the kick-off form according to the procedure.
• If the situation requires, negotiate and propose ideas for the best outcomes of the staffing strategy, staffing plan, recruitment flow details, SLAs, and targets with the hiring manager at the vacancy opening stage and during ongoing changes.
• Ongoingly monitor all changes, clarifications, and updates related to vacancies, tracking them in GH and informing relevant stakeholders.
• Track vacancy progress and candidate pools to meet agreed SLAs.
• Set the vacancy to the appropriate status based on the staffing stage or risk
• Escalate and resolve staffing risks, blockers, and challenges by addressing them with the appropriate stakeholders within their area of responsibility.
• Block the vacancy if unresolved issues delay the staffing process.
• In case of staffing obstacles, may request supporting tools/activities from TA or HM to boost the vacancy, such as assigning a sign-in bonus, adding/removing a recruitment agency, conducting a hiring event, adding additional recruiters, etc.
• Work on creative and complex approaches to meet targets (using the internal unit pool, prioritizing candidates in the active pipeline, planned staffing).
• Facilitate kick-offs, retrospective meetings, and regular and/or ad-hod staffing sync-ups with all stakeholders to analyze successful working solutions and areas for process improvement

Pre-Sale Support and client collaboration

• Collaborate closely with the Delivery Unit during the pre-sales phase to define and prioritize staffing requirements  
• Work closely with the Engagement/Delivery team to present the best staffing solution for potential customer requests. This involves gathering information about the target market, competitive landscape, and potential client requirements to inform the staffing strategy
• Conduct a thorough analysis of the project's business requirements, clarifying any ambiguities and translating them into specific staffing needs. This involves identifying the required roles, skill sets, experience levels, and any other relevant qualifications.
• Develop staffing strategies and presents options to the project stakeholders, outlining the pros and cons of each approach. This includes considering factors such as internal vs. external resources, location peculiarities, market conditions
• In cooperation with the Internal Talent Mobility team explore opportunities for employee rotations or reassignments, maximizing the utilization of existing resources
• Organizing and facilitating meetings with the client upon request to present the staffing process, selection criteria, competency matrixes, and collaboration strategy.