Amazing Opportunity within Employee Experience Department
Thread Starter
Amazing Opportunity within Employee Experience Department
Amazing Opportunity: apply now Traf!
"An understanding of the aviation industry is an advantage"
So too, would be an ability to comprehend management Yukspeak.
Head of Talent AcquisitionApply Now
Date: 18-Dec-2017
Department: People Department
An exciting opportunity is now available in our People Department for the Head of Talent Acquisition. The successful candidate will be obsessed with driving a standout candidate experience and will be accountable for defining and executing our strategic vision and roadmap for our global talent acquisition activity across all employee groups (pilots, cabin crew and ground employees) for both Cathay Pacific and Cathay Dragon. Leading four teams and taking accountability for employer branding, talent sourcing, channel management and talent community management are all central elements to the role. In addition, the Head of Talent Acquisition will oversee the design and execution of signature onboarding and off-boarding frameworks that will set our airlines apart from our competitors. An amazing HR Leadership opportunity within the Employee Experience Department at one of world’s great airlines!
Key Responsibilities
Lead the development of global talent acquisition strategy in alignment with organisational objectives
Led multiple teams charged with ground, pilot and cabin crew recruitment, onboarding and employer branding activity
Drive the implementation of various talent acquisition processes, frameworks and tools for all employee groups
Lead the development of a pipeline management strategy for acquiring talent for all employee groups, including local, regional and global sourcing strategies
Oversee corporate on-boarding and off-boarding framework design and implementation
Lead recruitment employer brand strategy
Oversee the development of a Centre of Excellence (CoE) for assessment and selection activities
Leverage data and analytics to identify talent needs, capability gaps (current and future) and critical skills
Oversee talent community management strategies
Requirements
Experience developing and leading a modern, commercial talent acquisition function in a global context
Experience in developing and implementing a signature candidate experience
A deep and broad understanding of the Talent Acquisition landscape, models, metrics, trends, assessment and selection tools and technologies.
Strong team leadership and coaching skills
Likely to have 12-15+ years’ experience in Human Resources, with at least 3 years in Talent Acquisition leadership roles
Experience designing onboarding and off-boarding programmes / frameworks is an advantage
Strong collaboration and influencing skills
Strong commercial acumen
An understanding of the aviation industry is an advantage
Application deadline: 1 January, 2018
Cathay Pacific is an Equal Opportunities Employer. Personal data provided by job applicants will be used strictly in accordance with our personal data policy and for recruitment purposes only. Candidates not notified within eight weeks may consider their application unsuccessful. All related information will be kept in our file for up to 24 months. A copy of our Personal Information Collection Statement will be provided upon request by contacting our Data Protection Officer.
Job Segment: Recruiting, HR, Branding, Human Resources, Aviation, Marketing
"An understanding of the aviation industry is an advantage"
So too, would be an ability to comprehend management Yukspeak.
Head of Talent AcquisitionApply Now
Date: 18-Dec-2017
Department: People Department
An exciting opportunity is now available in our People Department for the Head of Talent Acquisition. The successful candidate will be obsessed with driving a standout candidate experience and will be accountable for defining and executing our strategic vision and roadmap for our global talent acquisition activity across all employee groups (pilots, cabin crew and ground employees) for both Cathay Pacific and Cathay Dragon. Leading four teams and taking accountability for employer branding, talent sourcing, channel management and talent community management are all central elements to the role. In addition, the Head of Talent Acquisition will oversee the design and execution of signature onboarding and off-boarding frameworks that will set our airlines apart from our competitors. An amazing HR Leadership opportunity within the Employee Experience Department at one of world’s great airlines!
Key Responsibilities
Lead the development of global talent acquisition strategy in alignment with organisational objectives
Led multiple teams charged with ground, pilot and cabin crew recruitment, onboarding and employer branding activity
Drive the implementation of various talent acquisition processes, frameworks and tools for all employee groups
Lead the development of a pipeline management strategy for acquiring talent for all employee groups, including local, regional and global sourcing strategies
Oversee corporate on-boarding and off-boarding framework design and implementation
Lead recruitment employer brand strategy
Oversee the development of a Centre of Excellence (CoE) for assessment and selection activities
Leverage data and analytics to identify talent needs, capability gaps (current and future) and critical skills
Oversee talent community management strategies
Requirements
Experience developing and leading a modern, commercial talent acquisition function in a global context
Experience in developing and implementing a signature candidate experience
A deep and broad understanding of the Talent Acquisition landscape, models, metrics, trends, assessment and selection tools and technologies.
Strong team leadership and coaching skills
Likely to have 12-15+ years’ experience in Human Resources, with at least 3 years in Talent Acquisition leadership roles
Experience designing onboarding and off-boarding programmes / frameworks is an advantage
Strong collaboration and influencing skills
Strong commercial acumen
An understanding of the aviation industry is an advantage
Application deadline: 1 January, 2018
Cathay Pacific is an Equal Opportunities Employer. Personal data provided by job applicants will be used strictly in accordance with our personal data policy and for recruitment purposes only. Candidates not notified within eight weeks may consider their application unsuccessful. All related information will be kept in our file for up to 24 months. A copy of our Personal Information Collection Statement will be provided upon request by contacting our Data Protection Officer.
Job Segment: Recruiting, HR, Branding, Human Resources, Aviation, Marketing
I assume that 'influencing skills' would be the ability to sucker gullible wannabes who have no other prospects in aviation into warming seats in shiny jets for peanuts.
Last edited by Captain Dart; 28th Dec 2017 at 01:51.
Join Date: Nov 2015
Location: HK-CRoC
Posts: 749
Likes: 0
Received 0 Likes
on
0 Posts
Likely to have 12-15+ years’ experience in Human Resources
Joke, the Director of that department (a Swire) doesn't even come close to "any" of the experience they're looking for.
This is just for show. When they say "likely" to have xxx experience, they will promote anyone.
#Sad grandstanding in the "look at us - were professionals now" PR gobbledygook playbook.
#TimeToLeave
This is just for show. When they say "likely" to have xxx experience, they will promote anyone.
#Sad grandstanding in the "look at us - were professionals now" PR gobbledygook playbook.
#TimeToLeave
Last edited by Flex88; 29th Dec 2017 at 17:17.
short flights long nights
I can't apply...I don't even understand what the ad means
Join Date: Aug 2008
Location: Polar Route
Posts: 5
Likes: 0
Received 0 Likes
on
0 Posts
Nope, just lower the hiring requirements to zero and bingo, you have hundreds of “pilots”. Oh wait, we already do that, and still CX claims safety is their number one priority. You can’t make this up. What a joke my once great airline had become!
Join Date: Mar 2008
Location: London
Posts: 1,539
Likes: 0
Received 0 Likes
on
0 Posts
A great book came out years ago (90's I believe), called 'Who moved my Cheese'. Its basic premise was that successful people don't run around in circles wondering where their slice of cheese has gone to (based on an experiment with mice and cheese, highlighted in the book). They accept it's gone and then change their life circumstances to account for that.
That is the situation that CX pilots now face. They can either stay fixed in place, becoming more frustrated and frantic as their conditions slowly bleed away to nothing, or they can, with a clear head, accept that the CX job of old has gone and is never coming back. With that acceptance, they can quickly conclude that there is no future here, and can make plans to establish themselves in their home countries, and raising their families in a healthier and happier way.
Just ponder the ever increasing cost of housing, cost of schooling, cost of food, cost of entertainment and everything else in HK, and you will quickly realise you will never have stability or prosperity here. The cheese has moved (actually, it's been hoarded by the managers who are gorging on it). It isn't coming back. Get out now while the industry is in a record hiring boom. There will never be a better opportunity.
That is the situation that CX pilots now face. They can either stay fixed in place, becoming more frustrated and frantic as their conditions slowly bleed away to nothing, or they can, with a clear head, accept that the CX job of old has gone and is never coming back. With that acceptance, they can quickly conclude that there is no future here, and can make plans to establish themselves in their home countries, and raising their families in a healthier and happier way.
Just ponder the ever increasing cost of housing, cost of schooling, cost of food, cost of entertainment and everything else in HK, and you will quickly realise you will never have stability or prosperity here. The cheese has moved (actually, it's been hoarded by the managers who are gorging on it). It isn't coming back. Get out now while the industry is in a record hiring boom. There will never be a better opportunity.
Join Date: Feb 2017
Location: Hong Kong
Posts: 50
Likes: 0
Received 0 Likes
on
0 Posts
The future has been written on the wall the very first day someone was allowed to sign a B scale contract all those on A scale knew the days were numbered. Then when C scaled was signed the B scalers knew they were fighting a now lost fight. And in 2018 when the first person signs D scale on COS18 the writing will be on the wall for the C scalers. With everything in life it’s just a matter of time. The AOA won’t do a thing they haven’t the last two times.
Join Date: Aug 2008
Location: Polar Route
Posts: 5
Likes: 0
Received 0 Likes
on
0 Posts
It will be very interesting when CX comes after the based unions. I can’t speak for Oz or Europe, but I believe both NAM unions will concede nothing. What will CX do? Shut them down? Another own goal! Most pilots would not come back to HK. It’s hard to grow the airline when it keeps losing pilots. Hahaha. Can’t wait to see that play out...
Join Date: Mar 2008
Location: London
Posts: 1,539
Likes: 0
Received 0 Likes
on
0 Posts
I also don't understand the 'head in the sand' mentality with our pilots. Think ahead another 12 months. How difficult a decision do you think it will be for management to withhold the 13th month again? Especially when they have paid NO price for doing so this time. A group of pilots who won't fight (even a guerilla war) for their rights and careers is destined to lose both. This airline has finally gone off a cliff when it comes to career value, and the pilots are the one's to blame. The management are only doing what suits themselves. Why wouldn't they when they get no push back. I despair at the complete lack of fortitude and courage (or even a sense of self-preservation) that is evident in our group. Those of you going to work today...do you hear the hammer in the background? The hammer that is striking the last nails into the coffin of your careers. Blame yourselves, as you review the paperwork and make your 'pleasant' pa's to the pax. It's all a sham, and it's over. You just don't know it yet.
Join Date: May 2008
Location: All Over
Posts: 471
Likes: 0
Received 0 Likes
on
0 Posts
I beg to differ. There are at least a few fighters there willing to stand up for what they believe in. And have a required negotiation process there which supports this.
Admittedly the forum for presenting these beliefs is quite a bit better than in HKG.
cxorcist does bring up an interesting issue--that being to what extent properly maintaining and staffing bases within these areas will be a prerequisite to continuing to operate into these markets. Not only from a CMP perspective but also from an immigration and legal perspective.
Admittedly the forum for presenting these beliefs is quite a bit better than in HKG.
cxorcist does bring up an interesting issue--that being to what extent properly maintaining and staffing bases within these areas will be a prerequisite to continuing to operate into these markets. Not only from a CMP perspective but also from an immigration and legal perspective.
Join Date: Jun 2005
Location: Brisbane
Posts: 152
Likes: 0
Received 0 Likes
on
0 Posts
Traf, possibly. In my opinion though many Based pilots won't roll-over......they will just leave as some are already doing. Where is the mass exodus? well, it takes time to secure a position, arrange a start date, give three months notice. The seniority list 1st July '18 will be interesting along with the subsequent ones. That is of course if you discount the trends in the last two years+ senority lists. Just aberrations (according to AT/DP) or actual facts being ignored?