Global Talent Acquisition Program Development

functional area o2: Global Talent Acquisition and Mobility

(21%)

The development, implementation, and evaluation

of global staffing strategies to support organizational

objectives in a culturally appropriate manner. This

includes utilizing the employer brand; performing job

and cost analysis; and attracting, recruiting, hiring, and

managing global mobility to meet business objectives.

responsiblitilities

01 Make sure global talent acquisition and

mobility policies, practices, and programs comply

with applicable laws and regulations.

02 Develop a strategic approach for global

talent acquisition and mobility that is aligned with

business needs and a diverse workforce.

03 Develop, implement, and evaluate

orientation and onboarding processes that are

culturally relevant and aligned with organizational

strategy.

04 Monitor staffing metrics to evaluate results

against global staffing plan (examples include costof-

hire, retention, return on investment [ROI]).

05 Comply with required talent acquisition

and mobility regulations (examples include

immigration, tax, visas, work permits).

06 Lead all aspects of vendor/supplier

management (independent contractor, consultant,

agency, and third-party organization) in the

areas of staffing and mobility (examples include

researching vendor options, conducting contract

negotiation, vendor selection, managing ongoing

relationship, conflict resolution, termination of

engagement).

07 Utilize and promote the employer

branding strategy to attract diverse talent from

global and local markets.

08 Identify, utilize, and evaluate sources of

global talent (examples include personal networks,

professional and business organizations, college

recruiting, job boards, social media, other

technological tools).

09 Develop a global staffing plan with key

stakeholders that supports business needs.

10 Develop, implement, and evaluate preand

post-hire policies and procedures that are

culturally appropriate (examples include selection

criteria and tools, employment and expatriate

agreements, background checks, medical

evaluation).

11 Create position descriptions that define

job-specific responsibilities, knowledge, skills, and

abilities.

12 Prepare cost estimates for global

assignments and advise management on budgetary

impacts.

13 Provide consultation to potential global

assignees and their managers on terms and

conditions of the assignment.

14 Manage and coordinate relocation

services and expenses (examples include host

location destination services, housing disposition

including property management, household goods

shipment and storage, travel and temporary living

arrangements, logistics of repatriation).

15 Manage and coordinate mobility services

and expenses for global assignments (examples

include culture and language training; spouse or

partner assistance; employee, spouse or partner

and family mentoring and coaching, repatriation

planning and implementation).

16 Establish and maintain ongoing

communication practices with global assignees,

host and home country management.

17 Develop repatriation programs for global

assignees.

Knowledge of

0020 Applicable laws and regulations related to

hiring and employment

0021 Strategies to promote employer of choice

or employment branding initiatives

0022 Methods for developing, sourcing, and

implementing a global workforce staffing plan

0023 Global and country-specific recruiting and

hiring practices, methods and sources

0024 Position description development

0025 Culturally appropriate interviewing

techniques and selection systems

0026 Employment contract content

requirements by country

0027 Deployment activities (examples include

relocation, mobility services, immigration)

0028 Company onboarding programs

0029 Staffing metrics (examples include costof-

hire, new hire attrition, return on investment

[ROI])

0030 Policies and processes related to types

of assignments (examples include shortterm,

long-term, permanent, commuting)

that address specific needs (examples include

technology transfer, leadership and management

development, project management)

0031 Assessment and selection tools and models

for global assignments

0032 Global assignment management, tracking,

and reporting

0033 Intercultural theory models and their

application to overall business success

0034 Critical success factors for global assignees

(examples include spouse or partner and family

adjustment, support, communications)

0035 Global assignee preparation programs

(examples include cultural and language training,

host country site orientation, relocation services,

destination services)

0036 Expenses related to global relocation and

mobility services (examples include destination

services, housing, travel and temporary living,

shipment and storage of household goods, culture

and language training, dependent education)

0037 Assignment assessment measures to

evaluate global assignee fit and impact on the

business

0038 Immigration issues related to global

mobility (examples include visas, work permits,

residency registration)

0039 Techniques for fostering effective

communications with global assignees,

management, and leadership

0040 Tools, best practices, and support services

for repatriation

0041 Corporate income tax ramifications of

employee and employment activities in various

jurisdictions, including unintentional permanent

establishment