.IntroductionReady to help build IBM's biggest asset - its talent? As a Recruitment Professional, you serve an integral role as the main point of contact for both candidates and hiring managers, guiding them through the full recruiting lifecycle. Work with a team using the most innovative approaches to attraction, sourcing, selection, interviewing, offering, and closing. This is an opportunity to shape IBM's future. Start your journey now!Your Role and ResponsibilitiesThe Talent Acquisition Partner II (TAP) is responsible for building relationships with Hiring Managers and business stakeholders to ensure client satisfaction with IBM's TAO services. They will proactively engage with their clients to understand and plan for current and future hiring demand, ensuring robust hiring strategies exist to drive the success of the function. Working as their Trusted Advisor, the TAP II will develop an in-depth knowledge of the talent requirements of the Hiring Manager's business and be able to consult on relevant industry/sector and market talent insights which impact delivery. The TAP II will share recruitment delivery updates and identify opportunities for simplification, innovation, and continuous improvement in delivery, using data to support and back up client discussions. The TAP II will have the ability to foresee and react to potential delivery challenges before they adversely impact client satisfaction. Whilst the TAP II will oversee all recruitment activity within their area, they may also manage an individual requisition load (typically for niche, hard-to-fill, strategic or high-profile roles). Working closely with our Recruiters, the TAP II will define, develop, plan and implement recruiting strategies to be able to present qualified candidate short-lists to the Hiring Manager. This role requires both client and project management experience to meet client satisfaction goals.Responsibilities:Act as an IBM brand ambassador for the TAO services to their client stakeholders, working either on-site or remotelyWork with Hiring Managers and client leadership to understand their hiring forecasts and translate it into recruitment plans on an agreed frequencyDevelop an in-depth knowledge of the client's business and industry sector