The Talent Acquisition (TA) Analyst – Employer Brand & Recruitment Marketing is a new position and key role in American Airlines Talent Acquisition department. The individual will be responsible for building, enhancing and promoting the American Airlines’ employer brand to (internal and?) external stakeholders by developing a robust content marketing, digital and social media and advertising strategy to position American Airlines among the most admired employer brands.
This individual should understand the big-picture in terms of employer brand strategy to enhance and enrich the experience of key audiences and execute against it by developing creative ideas, as well as rolling up the sleeves to help build and manage our social and digital strategy. This position acts as a strategic partner to recruiting teams and hiring leaders when faced with hiring challenges to drive and execute proactive, creative outreach attraction strategies; coordinates the creative development of recruitment communications and ensures brand message and images are utilized. Applies recruitment marketing strategies to identify, build and maintain channels for content distribution that directly funnel candidates through application workflows, such as the career site and microsites, as well as drives updates to the functionality; partners with Corporate Communications, ad agencies, media and tech vendors to build recruitment media plans and solutions to ensure Talent Acquisition’s employer brand and messaging are compelling, achieve hiring objectives, leverage existing corporate owned content and user generated content from existing employees and leaders.
In addition to focusing on American Airlines’ employer reputation, the individual will focus on improving both internal and external candidate experience with a focus on world-class experience for all candidates involved.
Key Responsibilities and Accountabilities:
Responsible for American Airlines’ global talent acquisition marketing and employer brand efforts, including program creation, content creation, partnering with media sources, and advancing American Airlines’ company brand within strategic recruiting initiatives.
Act as a strategic partner to recruiting teams when faced with hiring challenges (micro-strategies, open houses, events, local/regional initiatives, functional area, brand awareness campaigns, pipeline generation).
Develop content strategy for American Airlines with a focus on digital, social, and mobile, as well as curate content employees can use to elevate and amplify the American Airlines’ brand.
Coordinate creative and content development, review, editing and distribution of digital and print communications related to media plan, career fair strategy, targeted sourcing campaigns and internal initiatives.
Partner with internal resources such as Communications and Marketing in order to leverage existing corporate owned content, and promote cross sharing of content, as well as representing Talent Acquisition through digital and social media, content marketing and advertising and candidate communications
Create opportunities and identify user generated content from existing employees and leaders
Assist in creating scalable processes and process improvement to focus on building an exceptional candidate experience for both internal and external candidates
Candidate & employee experience mapping – define the current experience and interaction with the brand among various touch-points. Develop a strategy to enhance and enrich the experience among key stakeholder audiences.
Partner with other teams members and assist in project oversight for TA programs that involve multiple stakeholders for brand touch points to include diversity, onboarding and metrics.
Conduct ongoing competitive and market intelligence research, market data analysis and recommends/implements optimal recruitment campaign strategies.
Provide consistent and timely reports, updates and presentations to communicate the progress of all initiatives, programs and tools using tools such as PowerPoint, Excel and Business Objects.
3+ years of experience working in Recruitment Marketing, Employment Branding or Marketing
Bachelor’s degree, ideally within a Business, Marketing or HR focus, is preferred
Excellent written and verbal communication with prior experience in roles that interface with a global audience
Comfortable and competent while working with senior leaders and working in cross-functional teams
Extremely savvy with social media and content marketing
Ability to prioritize and multi-task effectively in a fast paced environment
Energetic, forward-thinking, creative, and able to challenge assumptions while providing a high quality work product
Flexible and comfortable with ambiguity, able to embrace change
Collaborative and comfortable in client centric environment with a commitment to excellent service quality
Department:Human Resources Location:US-TX-Fort Worth Posted Date:5/13/2016 02:20:47 Expiration Date:5/29/2016 23:59:00 Requisition ID:
Work Schedule Full Time Equal Opportunity Employer/Disabled/Vets
Human Resources Manager(Job Number: RCL03212016HRMG)
Human Resources Manager
Great vacations begin with great employees!
Combine your experience and sense of adventure by joining our exciting team of employees working onboard our ships at sea. At Royal Caribbean International, we believe that great vacations begin with great employees! As a leader in the cruise industry, Royal Caribbean International is continuously expanding and seeking dynamic, energetic, experienced professionals to join our team. With our innovative fleet of twenty-one ships visiting five continents, each offering adventurous ways to explore the globe, this could be a great opportunity to let your career set sail.
The Human Resources Manager is a strategic HR professional, and a member of the Executive Committee, that partners with the leadership team to develop and implement human resources strategies and programs that are in line with the individual business units and organizational mission and vision. The HR Manager also serves as a strategic partner to the shipboard leadership team by providing human resource direction and guidance on all employee related issues. The HR Manager must have extensive knowledge in all aspects of HR including recruitment, employee relations, performance management, organizational development, learning, compensation, benefits and HR systems.
The HR Manager leads and manages the ship’s Human Resources Department. In addition, the Human Resources Manager serves as the Compliance and Ethics Officer and, in that role, shall report directly to the Captain. He/she shall also maintain a close reporting relationship with the Captain for all other crew related affairs. This position description in no way states or implies that these are the only duties to be performed by the shipboard employee occupying this position. Employees may be required to perform any other job-related duties assigned by their supervisor or management. All duties and responsibilities are to be performed in accordance with the Company's Safety, Quality and Environmental standards.
• Responsible for measuring and auctioning how the ship is performing against KPI targets and ensures that the role influences meeting or exceeding all KPIs
• Partners with Department and Division Heads to ensure that crew members understand how their roles can control expenses and/or generate revenue. Monitors and supports how the vessel is driving performance to manage against revenue targets.
• Manages the HR and Crew Welfare budgets and monitors and controls crew expenses (CAM)
• Supports and partners with the Learning and Development Consultant in the development and/or execution of relevant training programs.
• Oversees activities relating to sign on and sign off procedures, crew immigration/customs and all other issues related to the HR Center, including turnover and unplanned movement.
• Drives the execution of an HR strategic plan.
• Facilitates all aspects of Talent Management, including career coaching and employee development, succession planning, talent assessment, internal promotions, and leadership cultural effectiveness.
• Develops direct reports and high potential members of the Human Resources team to strengthen their current performance and prepare for future advancement
• Strives to build employee morale and develops strategies in partnership with onboard leadership to enhance overall employee satisfaction and engagement; ensures a commitment to crew satisfaction in the HR Center; inspires crew through encouragement and recognition of outstanding performance.
• Educates and supports the onboard management with regards to HR policies, procedures and standards including the company's performance management system, our progressive discipline procedures, as well as the change/promotions process. Partners with Department and Division Heads to ensure consistent and fair application.
• Provides open and honest performance feedback and takes appropriate action to improve performance. Creates a climate of trust and mutual respect.
• Fosters team unity and collaborates well.
• Knows our brand standards and is accountable for executing against them at all times; holds other accountable for delivering against the standards.
• Drives positive employee relations by ensuring compliance with MLC, collective bargaining agreements, HR policies and procedures and partnering with leaders to resolve conflicts/grievances.
• Responsible for ensuring compliance with the Code of Business Conduct and Ethics as the Compliance and Ethics Officer onboard. Leads investigations into potential ethical violations and resolves accordingly.
• Uses advanced HR Information Systems to access and analyze data for reporting purposes based on business unit needs and uses relevant data to recommend solutions.
• Establishes and maintains professional relationships with government officials, port agents and other business partners in our various ports of call in order to drive business effectiveness.
• Ensures Company Brand Standards, Safety, Environmental and other company policies and standards are consistently maintained. Makes recommendations for changes and implementation as appropriate
• Bachelor’s degree (or International equivalent) from an accredited university or college in Human Resources, Business Administration, Psychology or related field is required or 10 years senior management experience in human resources
• Minimum five years progressive experience in Human Resource Management
• Minimum of three years in employee relations investigating, negotiating and resolving grievances and conflicts, preferably in a multi-cultural, diverse environment
• Strong analytical and written communication skills
• Communicates tactfully, effectively and confidently with crew members, guests, and department/division heads, both one on one and in larger group settings
• Proficient in Microsoft Office – Word, Excel, PowerPoint
• All international applicants must have the ability to obtain C1/D visa (and other relevant visas) when applicable
• Must meet all physical requirements, including the ability to participate in emergency life-saving drills and required training
• Fluent in English, both written and verbal
• Ability to speak additional languages such as Spanish, French or German preferred
Thank you for your interest in this role. Royal Caribbean Cruises Ltd., one of the world's largest cruise companies and employer of choice, has an array of brands including Azamara Club Cruises, Celebrity Cruises, Pulmantur and Royal Caribbean International. These brands offer a variety of onboard activities, services and amenities, including simulated surfing, swimming pools, sun decks, beauty salons, exercise and spa facilities, ice skating rinks, in-line skating, basketball courts, rock climbing walls, miniature golf courses, gaming facilities, lounges, bars, Las Vegas-style entertainment, cinemas and Royal Promenades, which include interior shopping, dining and an entertainment boulevard.
Join our team as Human Resource Manager. Once you click to apply below, it will take you 10-15 mins to complete our application, which will help us better qualify your candidacy. If you are being considered for this position you will hear back from us within the next 30-60 days. During this time, you can view your application status on our career site.
Job: Human Resources
Primary Location: Shipboard - Global
Solomon, a professor at Tel Aviv University, made a serendipitous discovery one day when she was testing a new class of agents against Alzheimer’s disease. If it pans out, it might mark the beginning of the end of Alzheimer’s, Parkinson’s, and many other neurodegenerative diseases. It’s a remarkable story, and the main character isn’t Solomon or any other scientist but a humble virus that scientists refer to as M13.
CareerBuilder and Economic Modeling Specialists Intl. (EMSI) have released their annual compilation of the most in-demand jobs for the new year, based on supply and demand, growth, and salary data—and HR manager made the top 20.
EMSI is a CareerBuilder company that provides employment data and economic analysis. The list is compiled from EMSI’s labor market database, which pulls from over 90 national and state employment resources. CareerBuilder and EMSI looked at the average number of people hired per month in more than 700 occupations from January to September 2015 and compared that to the number of job postings for each occupation, aggregated from online job boards for the same period. Occupations in which the number of job advertisements that companies posted each month outpaced the number of people they actually hired made the list. The list included other data points, such as healthy job growth and higher salaries, as additional evidence that these positions may be in demand next year.
There has been far more job posting activity than hiring month-to-month in over 100 occupations, said Matt Ferguson, CEO of CareerBuilder. “While many of these jobs are in the technology and health care sectors, there are also plenty of opportunities in areas such as marketing, sales and transportation.”
Human resources manager ranked 19th among jobs that require a college education, and the position had a significant gap between job postings (23,231) and actual hires (5,916). HR manager positions have grown by 14,218 since 2010, according to the analysis. The median hourly earnings for the position is $49.41.
Laura Pizzo, a senior technical writer at EMSI, explained that “it’s important to note that one job posting does not equal one job opening. Sometimes employers post jobs to collect resumes, and other times they hire multiple people from one posting. To diagnose what is going on, you really need to go occupation by occupation.”
Laura Mazzullo, owner of East Side Staffing, a New York City-based recruitment firm focused on the placement of HR professionals, thinks one of the issues contributing to the large gap between postings and hires in the HR market is hiring managers’ inflexibility. “Sure, one could argue that there’s a lack of talent, leaving many roles unfilled. I would argue that it’s also due to a manager’s inability to think creatively when sourcing.”
Employers could hire someone more junior and grow that person into the role or consider candidates from other industries, she said. “Employers often want to hire someone doing the exact job elsewhere. Most candidates want to move for something new and different. In this competitive HR market, the more flexible hiring manager comes out ahead.”
Good Time to Be in HR
The demand for top HR talent has grown in proportion to the desire of organizations to improve their work culture and level of employee satisfaction, Mazzullo said. “Responding to the current business trend of improving corporate cultures, HR has naturally become a more deeply respected, valued part of the business.”
Randstad North America Chief HR Officer Jim Link said he’s seeing a growing demand for hiring human resources professionals at all levels, “likely driven by recent employment legislation and changes to health care, retirement plans, and the way employers approach employee safety and wellness programs.”
But Link believes the demand for HR generalists will outpace the demand for managers. “As is the case in most professions, a position that requires a highly specialized skill set is more difficult to fill than an entry-level one, and there are also typically fewer of those high-level roles available—therefore, it would make sense,” he said.
On the other hand, Mazzullo has noticed HR roles becoming more specialized since the recent economic upswing. “In this booming market, HR departments are growing and roles are becoming more strategic and specialized. For example, I’ve worked on searches for niche HR jobs such as organizational development manager or talent management specialist, whereas those roles were not as prevalent a few years back.”
Job descriptions are asking for more people with master’s degrees in industrial-organizational psychology and expertise in organizational design and change management, she said.
“With more specialized roles arising, HR professionals are able to dig into more strategic and dynamic work. It’s important that HR managers consider what areas of HR they’d be willing to focus on, as it’s a great time to have a niche HR expertise,” she said.
Roy Maurer is an online editor/manager for SHRM.
- See more at: https://www.shrm.org/hrdisciplines/staffingmanagement/articles/pages/hr-manager-2016-hot-jobs-list.aspx#sthash.ukCYW7pN.dpuf
Make a tax-deductible donation to the Alzheimer’s Association and help fight Alzheimer’s disease through vital research and essential support programs and services.
- HireSuite LLCPresident, present
The very idea is foreign to what most of us experienced as kids and probably used in defining our adult journey. When I was a kid, it seemed as if work and fun were indeed opposites by definition. There were two states growing up: some of the time adults were making you do things, and that was what we came to know as work; the rest of the time we were able do what we wanted, and that was called playing. Once in a great while the things adults made us do were fun, just as, occasionally, playing was not so much.
Actually we have been told several lies: the stuff that we've been taught to regard as work in school was not real work; adult work is not (necessarily) worse than school work was; and many of the adults around us lie when they say they like what they do.
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