Responsibilities:
- Strategy Development: Develop and implement a comprehensive talent acquisition strategy for LATAM aligned with the global talent acquisition framework. This strategy should encompass best practices, innovation, DEI initiatives, and workforce planning.
- Executive Recruitment: Lead end to end senior level recruitment searches across the LATAM region with a focus on identifying, engaging & building long term relationships with key talent.
- Change Management: Drive change management initiatives to adapt to evolving market conditions, technology, and industry trends. Implement innovative solutions to enhance the recruitment process.
- Transformation: Lead and support transformation efforts in the talent acquisition function, ensuring that it aligns with the overall organizational objectives. Drive continuous improvement in processes, tools, and methodologies.
- Data-Driven Approach: Utilize data and analytics to make informed decisions, track key performance indicators, and identify areas for improvement in the talent acquisition process.
- Stakeholder Engagement: Collaborate with regional and global stakeholders to understand their talent needs and ensure a seamless recruitment experience for candidates and hiring managers.
- Employer Branding Expertise: Success driving employer branding efforts within the LATAM region. Develop and execute strategies to enhance the organization's image as an employer of choice, ensuring a strong and consistent employer brand across diverse countries.
- Regional Team Management: Through demonstrating experience and understanding of cross-cultural dynamics, successfully lead and mentor a geographically dispersed team providing guidance, support, and promoting collaboration to meet recruitment goals.
Edelman Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Edelman and has not been reviewed or approved by Edelman.
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Healthcare Strength — Benefits are described as comprehensive, with health plans commonly framed as a strong part of the overall package. Mental and physical well-being programs are also emphasized as meaningful support.
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Flexible Benefits — Work flexibility is positioned as a standout, including hybrid routines and a “Work From Anywhere” option for part of the year. Flexible public holidays are also highlighted as adding practical choice to how time is used.
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Retirement Support — Retirement offerings such as a 401(k) match (and pension-style contributions in some markets) are consistently presented as a solid component of total rewards. This tends to improve overall package value even when base pay feels less competitive.
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