Job purpose
The Head, Future Talent defines and executes the enterprise-wide strategy for the attraction of future talent for Cox businesses including pre-graduate candidates (interns and co-ops), post graduate candidates (early careers e.g. LEAD), and passive internal candidates. To accomplish this goal, this leader oversees a team that supports the full enterprise in sourcing, university relations and events, internal mobility, and military recruiting.
This leader will influence at the C-suite level to align, design, and implement shared future talent solutions to enhance the One Cox approach to future talent attraction.
Duties and responsibilities
Role Specific Responsibilities:

• Develop and execute effective recruiting strategies to attract early top talent
• Lead a team that develops relationships with schools of choice to serve as talent pools
• Oversee the events team that generates and supports virtual and in-person opportunities to engage talent
  • Partner with CFI to support or build events that boost diverse talent attraction
  • Partner with brand marketing on creation of customized collateral based on audience
  • Creates and distributes reports that share data regarding attendance, ROI and future health
• Oversee the sourcing team charged with the proactive identification and advocacy of FTE talent below the Director level
• Create and govern the taxonomy for the CRM to ensure future talent is captured in a way that enables the search and sharing of talent across all Cox businesses
• Serve as chief product owner for tech stack (i.e. Handshake, Beamery)
• Lead the creation of collaborative practices that enable CTA to acquire similar business-led activities to enable us to show up as One Cox

CTA Leader Responsibilities:

• Understand the intersection of prevailing business needs and labor/market conditions
• Drive brand strategies and oversee events that support attraction plans
• Engages with senior business leaders and finance partners to understand future talent needs and translate business strategy into actions
• Strategizes with internal stakeholders to respond in a scaled way to future talent needs and drive talent attraction and retention
• Balance the efficiency of a centralized model with the unique needs of Cox businesses. Inspire the creation of business specific and scalable tactics that make us competitive to talent
• Define and govern the KPIs that will measure the value of the team and develop a reporting cadence to executive leadership
• Collaborate with HRTS to sponsor the creation of dashboards to story tell and measure performance
• Partner to create practices that optimize tech tools and ensure effective talent identification

Qualifications
Minimum qualifications include:

• BA/BS degree with 12+ years of relevant experience including talent acquisition with proven collaborative successes or equivalent combination of education and experience (MS + 10 years of experience or P.D. + 7 years of experience or 16 years of experience with no degree)
• 7+ years of experience in a leadership role
• Excellent communication and interpersonal skills, with the ability to build relationships and influence key stakeholders
• Strong curiosity and research skills to keep abreast of developing trends in recruiting and workforce dynamics
• Strong executive presence; ability to partner closely with Divisional leadership at multiple levels
• Excellent leadership and partnering skills required (partnering and leading peers and colleagues with no formal authority, influence without authority)
• Possesses the ability to draw insights using data and to make meaningful business recommendations
• Strong consultative skills and ability to make persuasive recommendations based on business rationale
• Strong strategic thinking and problem-solving skills, with the ability to translate strategy into action
• Demonstrated ability to lead a team and drive innovation as well as operational excellence
• Experience developing and managing recruitment budgets
• Strong knowledge of relevant laws and regulations related to recruitment
• Ability to adapt to changing assignments, multiple and conflicting priorities

About Cox
Cox empowers employees to build a better future and has been doing so for over 120 years. With exciting investments and innovations across transportation, communications, cleantech and healthcare, our family of businesses - which includes Cox Automotive and Cox Communications - is forging a better future for us all. Ready to make your mark? Join us today!
Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page .
Cox is an Equal Employment Opportunity employer - All qualified applicants/employees will receive consideration for employment without regard to that individual's age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law.
Statement to ALL Third-Party Agencies and Similar Organizations: Cox accepts resumes only from agencies with which we formally engage their services. Please do not forward resumes to our applicant tracking system, Cox employees, Cox hiring manager, or send to any Cox facility. Cox is not responsible for any fees or charges associated with unsolicited resumes.