Emma Longbottom

As a Project Manager at Korn Ferry, I am primarily based on site at Westpac as the Talent Acquisition Manager for the Volume & Projects and Retail teams. I have also had the opportunity to project manage campaigns for other clients

Reporting to the Consumer & Business Banking Senior Manager, I lead the Volume & Projects and Retail teams with 13 direct reports made up of Talent Acquisition and Sourcing Specialists, making an average of over 2,000 hires per year. I am responsible for the operational management of the team, utilising data to drive operational decision making, the achievement of agreed service levels and lead the continuous innovation of the solution.

Key Achievements

· Designing and implementing an end-to-end Talent Pool strategy across the Talent Acquisition team. Including attraction, system centralisation and nurturing communications strategy

· Project management of Technology Hub recruitment in Brisbane resulting in exceeding hiring targets

· Process improvement initiatives for new starter training and the candidate on boarding process and experience

· Team consistently meeting exceeding KPIs across Time To Offer (TTO), Hiring Manager and Candidate satisfaction, agency spend and requisition management

· Exceeded our Indigenous hiring target by 105% for FY22 (65 candidates in total)

Key Responsibilities

· Manage and support the performance of a nationally based team, who are managing a total of 35 – 120 requisitions each at one time

· Resource Management – consistently use data to evaluate the team’s productivity and make decisions around resource utilisation

· Team Development and Engagement – Coach and develop team members, and motivate them to meet and exceed goals

· Stakeholder engagement – presenting data and insights to senior stakeholders to understand and optimise current and future recruitment strategies and projects

· Responsible for implementing Hiring Manager training to teams across the business to educate them on the end-to-end recruitment process

Purpose of the campaign was to hire 70 employees within a seven-month period, to re-establish a team they are bringing onshore. Directly managed two Talent Acquisition Business Partners and lead this alongside my Talent Acquisition Manager role at Westpac.

Key Responsibilities

· Partnered with the client to design the end-to-end recruitment process, sourcing strategies, collateral, and reporting

· Worked with the wider Korn Ferry team to allocate resource to this project and from a technology implementation perspective

· Implemented this strategy operationally by project managing its progress daily and acting as the key point of contact between the client and Korn Ferry

· Created and ran training workshops for the client, for example, on interview best practice

· Manage monthly invoicing, P&L

Reporting to the Head of Talent Acquisition, Operations & Transformation, I led the Management Consulting Talent Acquisition team with 9 direct reports. I was responsible for designing the recruitment and sourcing strategies; and process improvement initiatives across all service lines.

Key Achievements

• Worked on the design and implementation of a new end to end recruitment workflow to embed REEJIG, a new talent pooling AI software, to enable a more proactive approach to recruitment to improve efficiency (time to hire) and reduce recruitment costs on advertising and agency usage.

• Worked with the technology team to successfully build a Power BI TA Dashboard to develop reporting for the senior Management Consulting leadership team

Key Responsibilities

• Partnered with the Management Consulting COO, CFO, Senior Partners, HR Business Partners and Resource Management team on workforce planning initiatives to proactively manage the recruitment strategy and resource within the team

• Managed and supported the performance of 9 direct reports located across Australia, who were managing a total of 60 specialised requisitions each at one time

• Worked with the Management Consultant HR Business Partner cohort on renumeration (especially around gender pay equality), retention strategies, performance investigations and recruitment policies

• Used data, reporting and market insights to drive and improve recruitment and sourcing strategies

• Worked closely with the Brand Manager to develop effective and innovative go to market strategies drawing on our EVP to ensure we are attracting diverse talent

• Project managed process improvement and strategic initiatives alongside the Talent Acquisition Leadership team, and roll out their implementation to the wider national Talent Acquisition team

• Strategically engaged and managed external recruitment agencies

• Inclusion & Diversity Lead within the TA Team – ensured all recruitment and sourcing strategies, collateral and EVP were aligned with our Diversity and Inclusion policy and values

Key Achievements

· Partnered with Hiring Managers to re-design a more effective, consistent and seamless end to end recruitment process for their recruitment campaigns to facilitate a large volume of hires within a short period of time.

· Successfully established talent communities, which created a significant saving in external recruitment and agency costs, as well as minimising time to hire

· Facilitated the expansion of the Customer, Brand & Marketing Advisory from a team of 90 to 140 within a 3-month period. I project managed this recruitment end to end and hired candidates from Consultant to Director level

· Diversity and Inclusion TA Lead: partnering closely with our firm Diversity on Inclusion team to roll out and implement projects throughout the TA team

Key Responsibilities

· Designed and managed the end-to-end recruitment process, including the advertising, brand management, sourcing and attraction of candidates to KPMG, from Consultant to Director level. I would work on 40-60 specialised requisitions at one time.

· Designed and ran workshops for partners, managers, and staff to coach them in their role in the recruitment process, provide interviewer training and support them on how to internally/externally promote careers at KPMG

· Pulled reports from PageUP (our ATS system) to inform the Hiring Managers and business on recruitment activity, sourcing channel effectiveness and tracking diversity etc. These results were then used to improve the recruitment process

· Partnered close with the Resource Management team to consistently keep update with the current project pipeline and workforce planning needs

· Coached Hiring Managers on cognitive and psychometric assessment tools

· Developed new methods and channels to promote the KPMG brand and EVP for candidates

Managed the end-to-end volume recruitment for Auckland and Northland managing at least 40-60 requisitions at once across Volume and Retail portfolio.

Key Achievements

· Partnered with key stakeholders in Direct Service and Sales and lead the redesign of the whole end to end assessment centre process for contact centre recruitment. This resulted in recruitment conversion rates, time to hire, business resource, and candidate experience vastly improving. Based on its success, this has now been implemented as the official process with contact centre recruitment across the country.

· Worked with the Head of Everyday Banking and Head of Enterprise Insights to design the end-to-end recruitment process and assessment centres for these newly created graduate programmes (Products and Analytics & Insights)

· Working with non-for-profit organisations, such as Tupa Toa, to attract diverse indigenous talent

Key Responsibilities

· Responsible for taking job briefs, screening applicants, managing assessments, running assessment centres, creating interview and assessment guides, conducting interviews and offer management

· Worked collaboratively with the Sourcing Consultant and Associate to proactively leverage talent pools across the business to fill hard-to-fill roles

· Proactively identified improvement opportunities across recruitment processes, systems and customer experience through constantly engaging with stakeholders and candidates for feedback. Being responsible for implementing these strategies, and rolling them out to the business

· Promoted a more self-service approach for hiring managers, and being responsible for coaching hiring managers on the use of recruitment tools, such as digital interviewing (Hirevue)

· Worked closely with the Employment Brand Manager on designing and consistently updating volume/bulk recruitment campaigns

· Delivered of key reporting activities, including compliance governance and performance metrics

Graduate Recruitment

· Managed end to end recruitment process for all graduate programmes across BNZ

- Responsible for screening all candidates, updating interview and assessment collateral, facilitating all assessment centres, attending interviews when required and offer management

- Worked with Sourcing team on talent attraction and sourcing strategy

- Presented at on campus University event/conferences

- Ran candidate calibration sessions with senior key stakeholders for each graduate programme

- Help organise agile Graduate Workshops with key stakeholders for each graduate programme throughout the year to improve graduate strategy and process going forward

I managed our client account with Lightsource, the largest Solar PV developer in the UK, who has since been acquired by BP. Lightsource’s entire recruitment function was exclusively outsourced to Prime Energy.

Key Responsibilities

• Met Lightsource’s growth target of 350 people in 18 months
• Managed the whole end-to-end recruitment process, including stake holder and candidate management
• Created customised sourcing campaigns and strategies
• Sourced active and passive candidates through LinkedIn Recruiter, networking, market mapping, internal and external job postings networking, the company database and utilising talent pools

Managed the end-to-end recruitment cycle for permanent, temp-perm and contract roles for allocated client accounts across the finance, legal, commercial real estate. Insurance and advertising industries