Senior Manager, Global Talent Acquisition at Murata Americas in San Diego, California

Job Description:

pSemi Corporation is a Murata company driving semiconductor integration. pSemi builds on Peregrine Semiconductor's 30-year legacy of technology advancements and strong IP portfolio but with a new mission-to enhance Murata's world-class capabilities with high-performance semiconductors. With a strong foundation in RF integration, pSemi's product portfolio now spans power management, connected sensors, optical transceivers, antenna tuning and RF frontends. These intelligent and efficient semiconductors enable advanced modules for smartphones, base stations, personal computers, electric vehicles, data centers, IoT devices and healthcare. From headquarters in San Diego and offices around the world, pSemi's team explores new ways to make electronics for the connected world smaller, thinner, faster and better.

Job Summary

Reporting to the VP, Human Resources, the Senior Manager, Global Talent Acquisition, is responsible for managing and driving all hiring programs, processes, and initiatives for pSemi Corporation, a Murata Company, as well as other Murata America's companies belonging to the Talent Acquisition Shared Services. This person will use their extensive knowledge and talent acquisition management experience to lead a technical recruiting team to screen, interview, and select top caliber candidates, in the performance of full-cycle recruiting activities. Uses proven recruiting methodologies to hire the best qualified candidates, ensuring all candidates have a positive applicant experience to promote the Murata company brands.

Roles & Responsibilities

Management Responsibilities 70%:

• Create, recommend, and implement strategic plans and objectives in alignment with company plans.
• Drive all recruitment efforts and processes in a shared services model across other Murata Americas companies.
• Manage, assign, and prioritize, and distribute requisition workload across the TA team
• Manage recruitment campaigns and advertising budgets, and approve marketing materials.
• Train, develop, and set goals/objectives for recruiting team to hit or exceed TA KPIs.
• Select and recommend leading edge recruiting technology solutions to deliver a best in class user experience for candidates and hiring managers.
• Responsible for overall performance and management of Applicant Tracking System (ATS).
• Develop recommendations and implement process improvements.
• Develop and manage mutually beneficial relationships with external staffing partners and educational institutions.
• Develop and distribute reports to provide regular and ad-hoc staffing metrics, statistics, and trends to management as requested and as applicable as information becomes available.
• Oversight for the pSemi intern program - manage or assist other HR staff to supply a steady stream of intern talent to enhance organic growth.
• Oversight of college partnerships - identify or assist other HR staff to identify colleges and universities with programs specific to company positions. Establish local partnerships with trade schools and community colleges for technical programs to produce graduates with the right set of technical skills for our positions. Establish college recruiting presence at those schools were candidates are graduating with desired skills and degrees.
• Oversight for diversity outreach efforts - work directly or with other HR staff with Vets/Minority/Women/Disabled organizations to expand efforts to find qualified candidates to ensure compliance with EEOC.

Technical Recruiting Responsibilities 30%:

• Conduct or assign staff to conduct intake meetings with hiring managers to document and understand responsibilities and most essential requirements of the position, and develop a recruiting strategy and interviewing plan for each position.
• Create prescreening interview questions, and post openings to applicant tracking system, Internet sites, professional organizations, newspapers, periodicals/trade journals, and other sites as applicable.
• Review applicant résumés to determine if they meet the minimum requirements of the position and forward qualified candidates to hiring manager, and disposition candidates as applicable.
• Communicate detailed information to candidates that generate excitement about the position, the company, and our products.
• Conduct in-depth phone and in-person interviews, utilizing behavioral interviewing methods to assess and evaluate candidate's knowledge, experience, skills, and competencies against position requirements. Coordinate directly or through other HR staff all communication with candidates including the scheduling of interviews with hiring managers.
• Communicate and follow up with hiring managers frequently to monitor effectiveness of recruiting strategy, adjusting plans as needed.
• Oversee the candidate evaluation process through de-brief sessions, and interviewer ratings maintained in ATS.
• Ensure and maintain accurate documentation and recordkeeping of the entire recruiting process and all pertinent applicant and interview data (when applicable) in compliance with Affirmative Action Plan (AAP).
• Oversee staff to conduct detailed reference and background checks. Contact candidates via phone to communicate status of interviewing process.
• Work with HR staff to determine appropriate compensation packages, and communicate/negotiate offers of employment to candidates. Oversee and coordinate offer letter preparation, submission, and approvals with HR staff.
• Oversight of staff to engage with staffing agencies to fill temporary or full-time positions; discusses job requirements, reviews resumes, conducts phone screens, sends resumes to hiring managers, coordinates interview scheduling, participates in evaluation process, and assists in negotiating offers.
• May assist with sourcing a talent pool of qualified candidates - network through social and professional networking sites, industry contacts, trade groups or professional association memberships.

Competency Requirements

Competency is based on: education, training, skills and experience. In order to perform the job successfully, an individual should demonstrate the following knowledge, skills and competencies:

• Delegating Responsibility: Provides people with clear objectives and allows them to take ownership for their goals; gives people a mix of tasks that challenge but do not overwhelm them; acts as a resource people can utilize to help accomplish their goals.
• Developing Talent: Invests time and resources into building the capabilities of team members; helps people define career goals and establish development plans to achieve them; gives people constructive, developmental feedback and advice
• Communicating Effectively: Expresses ideas and information in a clear and concise manner; tailors message to fit the interests and needs of the audience; delivers information in a manner that is interesting and compelling to the listener.
• Making Convincing Arguments: Effectively persuades others to see his/her point of view; presents information and logic in a manner that addresses the audience's interests, concerns and needs.
• Creating and Maintaining Networks: Builds networks of relationships with people in his/her industry or area of business; uses his/her network connections to help get things done; maintains relationships over time.

Minimum Qualifications (Experience and Skills)

• Minimum of 10 years of full cycle recruiting experience, with at least 5 years engineering/technical recruitment required, preferably in high-tech, semiconductor, or manufacturing environment.
• Minimum of 8 years leading or managing a full cycle recruiting function and team in a shared services environment.
• Must have experience in managing high volume recruiting in a fast-pace recruiting environment.
• Experience coaching, developing and motivating a team.
• Strong networking and relationship-building skills.
• Must work well independently and as part of a team to build effective internal and external relationships.
• Must be able to maintain highly confidential and proprietary information.
• Excellent project management, organizational, written and oral communication skills are required.
• Demonstrated ability to quickly assimilate technical information, understand our business, competitors, and our marketplace.
• Demonstrated expertise in the use of web-based, mobile, and social media platforms, search engine optimization for sourcing candidates.
• Must be Internet savvy and experienced in using applicant tracking systems and online databases for retrieving information.
• Advanced skills in MS Office and HR systems.
• Experience supporting international business units preferred.
• Must be able to travel up to 10% as required.

Preferred Qualifications

• Ability to understand issues domestically and internationally and communicate effectively with clients.
• Be flexible and available to interact with employees at all levels.
• Excellent client management and business literacy skills.
• Be self- directed and motivated.
• Take initiative to identify and anticipate client needs and make recommendations for implementation.

Education Requirements

• BA/BS in Human Resources, Organizational Development, Business Administration, Marketing, or related field strongly preferred.

Work Environment

This job operates in a professional office environment. This role routinely uses standard office equipment.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. This position requires the ability to occasionally lift office products and supplies, up to 20 pounds.

pSemi Corporation supports a diverse workforce and is committed to a policy of equal employment opportunity for applicants and employees. pSemi does not discriminate on the basis of age, race, color, religion (including religious dress and grooming practices), sex/gender (including pregnancy, childbirth, or related medical conditions or breastfeeding), gender identity, gender expression, genetic information, national origin (including language use restrictions and possession of a driver's license issued under Vehicle Code section 12801.9), ancestry, physical or mental disability, legally-protected medical condition, military or veteran status (including "protected veterans" under applicable affirmative action laws), marital status, sexual orientation, or any other basis protected by local, state or federal laws applicable to the Company. pSemi also prohibits discrimination based on the perception that an employee or applicant has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics.

Note: The Peregrine Semiconductor name, Peregrine Semiconductor logoand UltraCMOS are registered trademarks and the pSemi name, pSemi logo, HaRP andDuNE are trademarks of pSemi Corporation in the U.S. and other countries. All other trademarks are the property of their respective companies. pSemi products are protected under one or more of the following U.S. Patents: http://patents.psemi.com