A market-leading global information services company providing business information and tools to include data, research, software, and services to professionals in the tax and accounting, legal and regulatory, health, and financial services industries.

• Develop effective working relationships with the Global Directors of Recruiting, VP HR, HRBPs, and business level leaders and is responsible for effectively communicating and forging strong partnerships with the HR team, business level leaders and recruiters in order to create partnerships that yield success, predictable results, and establishes credibility for the function as a critical support of leadership.

• In partnership with business stakeholders, develop and execute an annual strategic recruitment plan that establishes annual, monthly and project-specific hiring needs as well as meaningful goals and objectives/performance scorecard for recruiters agreed upon by business stakeholders and corporate GTA Leader.

• Develops and implements ideas for improving the talent acquisition process and outcomes; identifies key sourcing channels for technology and revenue generating sales talent; develops and implements creative sourcing strategies that ensure candidates are "best in class/best fit" for the country and will have the highest potential for retention/advancement by effectively gathering research, making direct contact calls, networking, leveraging relevant social media, and employee referrals.

• Implements communications strategies for updating key stakeholders on recruiting progress toward goals and objectives and actively measures satisfaction level of all stakeholders with process/performance.

• Ensures through active and direct participation in the recruitment life cycle that the recruiting process is agile, flexible and focused on continuous improvement. With VP HR, HRBPs and business unit leaders assesses critical factors as agreed to by country business units and provides accurate data/insights for ROI clarification for headcount additions or replacements; documents approved and collective hiring needs into a capacity and timing plans.

• Plans, develops, and directs strategic recruitment and employment programs at the country level to include employee referral initiatives, career fairs, diversity and campus recruiting. Works with management to understand current and future workforce needs and develops improvements to processes that include strategic sourcing, pipeline development, assessment and selection

• Develops and maintains comprehensive knowledge of company's products and its differentiators to effectively serve clients by researching and reviewing existing documentation to develop subject matter expert level knowledge of the division/country (e.g. organisational structure, products, strategy).

• Stays current with regard to organisational changes (acquisitions, reorganisations, new product offerings) as well as industry and technical trends that may impact hiring strategies and needs.

• Works with country stakeholders, corporate GTA and communications team on Employer Branding strategies. Also develops and maintains marketing materials and other collateral content for recruiting endeavours. Provides for complete, accurate, and inspiring messaging to prospective and potential candidates about company and specific roles.

A minimum of 10 years Asia Pacific experience in recruiting with 3 years at a management level along with a demonstrated track record of success creating and execute a cohesive, thoughtful and results-driven recruiting strategy within a fast-moving, highly dynamic global technology and/or and enterprise software and solutions company. Agency experience is also desired.

Strong written/verbal communication working in a global, matrix organisation with multiple product lines and a complex organisational structure; strong interpersonal skills and presentation abilities with the ability to effectively communicate with individuals both internal and external to the organisation with proven ability to communicate to customers/clients in a clear, focused and concise manner.

Demonstrated record of developing meaningful, actionable KPIs and metrics that can be used to optimise the process, technology, and resources of the organisation as well as make use of candidate and client feedback.

Experience working with Applicant Tracking Systems (preferably Workday), web based research, job boards, database tools, spreadsheet, word processing and presentation applications

To establish and lead a high performing strategic recruitment function capable to exceed the expectations of all stakeholders by effecting measurable, positive impact on the caliber of talent including ensuring the development of a critical mass of the competencies needed to achieve goals and objectives for growth and sustainability. Position provides the opportunity to ensure hiring top talent is a systematic business process and supports the employer value proposition internally and in the marketplace.