Branding & Process Regional Leader - Talent Acquisition

Job Summary:

Assists in the management and operational execution of interconnected Talent Acquisition projects. Contributes to the detailed management of project components, support for systemic integration efforts, and collaboration with various stakeholders to ensure the projects meet the strategic goals of the organization.

Key Responsibilities:

• Subject Matter Expert: Leverages expertise to advise HR and the business, offering insights, trends and recommendations


• Identify opportunities for enhancing project management processes and contribute to the continuous improvement initiatives within the program.


• Engage in ongoing professional development to enhance skills and knowledge relevant to project and program management.


• Collaborator: Partners internally and externally to build and accelerate capabilities in areas most aligned with our strategy, as part of ONE HR team


• Support the allocation of resources across projects, tracking resource usage and assisting in resolving any resource conflicts or duplications.


• Standard Setter: Sets standards and infrastructure tor the enterprise (policies, processes, systems, tools) and evaluates effectiveness


• Help identify potential risks in projects, supporting the development of mitigation strategies to ensure smooth project execution.


• Monitor and report on key performance indicators for assigned projects, providing regular updates to the Program Manager and other stakeholders.


• Innovator: Generates ideas and turns them into new, creative solutions that provide unique value for our customers


• Assist in the implementation and communication of project initiatives, ensuring they align with the strategic vision and operational requirements of the Business and TA.


• Builder: Researches, designs and develops leading practice HR programs and solutions that enhance our culture


• Work closely with project managers and other team members to gather inputs, coordinate outputs, and ensure effective communication across all project facets. This may include regionalizing global work or standards.


• Curator: Curates HR solutions driving and supporting implementations and improvements


• Assist in implementing change initiatives within the program, ensuring that project teams adapt effectively to new processes and strategies.


• Ensure project activities comply with legal, regulatory, and organizational standards, maintaining documentation and supporting audit activities.

• Competencies:External Talent Sourcing - Identifies and applies appropriate candidate sourcing methodologies and tools to identify, attract and engage a diverse pool of talent in the external market.
• Data Analytics - Discovers, interprets and communicates qualitative and quantitative data; determines conclusions relying on knowledge of business or functional frameworks; simultaneously applies statistics, data validity, data visualization, and problem solving approaches to effectively extract meaningful patterns and business insights; presents conclusions and outcomes that enable data driven business decisions.
• Human Resources Consulting - Collaborates with partners to observe the environment and apply sound judgment informed by knowledge, skills, and experiences to diagnose, identify and optimize opportunities to provide holistic solutions, while balancing the needs of stakeholders, primarily employees, with those of the organization.
• Human Resources Business Process Execution - Manages the execution of Human Resources business processes, seeking efficiency, accuracy, positive business performance outcomes and operational agility; integrates activities across processes as needed; assures compliance with process and legal requirements; effectively balances process requirements and business leader needs.
• Collaborates - Building partnerships and working collaboratively with others to meet shared objectives.
• Communicates effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.
• Customer focus - Building strong customer relationships and delivering customer-centric solutions.
• Values differences - Recognizing the value that different perspectives and cultures bring to an organization.
• Interpersonal savvy - Relating openly and comfortably with diverse groups of people.
• Resourcefulness - Securing and deploying resources effectively and efficiently.
• Drives results - Consistently achieving results, even under tough circumstances.
• Demonstrates self-awareness - Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses.
• Situational adaptability - Adapting approach and demeanor in real time to match the shifting demands of different situations.
• Tech savvy - Anticipating and adopting innovations in business-building digital and technology applications.
• Education, Licenses, Certifications:Professional certifications in project management, HR management, or directly related to the 30% or equivalent experience are preferred.
• Experience:Good depth of experience in project support or management, preferably within a Talent Acquisition or HR function, demonstrating a capability in managing projects or components within larger programs.

• Lead regional talent attraction and employer brand activation by translating Cummins’ global EVP and brand strategy into locally relevant campaigns, messaging, channels, events and candidate engagement approaches. 
• Own and coordinate regional recruitment marketing activity, including social media, local talent channels, sourcing partnerships and priority talent campaigns, with particular support for early careers and hard-to-fill talent segments. 
• Strengthen the regional candidate experience by identifying friction points across the recruitment journey and driving greater consistency in how candidates experience Cummins across countries, functions and hiring teams. 
• Drive TA process excellence and continuous improvement, using structured problem-solving approaches such as Lean/Six Sigma to identify regional pain points, simplify processes, improve efficiency and increase recruiter effectiveness. 
• Lead regional pilots, testing and implementation of new TA processes, technologies and tools, ensuring regional requirements are represented and that solutions are practical before wider deployment. 
• Act as the regional change and adoption lead for TA, helping recruiters and hiring managers understand, adopt and sustain new processes, systems, technologies and ways of working. 
• Serve as a conduit between regional TA teams and global/COE teams, representing regional needs while helping deliver consistent enterprise standards and approaches. 
• Partner closely with Communications, Marketing, Sourcing, Early Careers, HR and TA leadership to ensure employer brand and talent attraction activity is coordinated rather than operating in separate functional silos. 
• Define regional reporting and analytics requirements, partnering with reporting teams to ensure TA leaders have the data needed to understand attraction, funnel performance, process effectiveness and adoption. 
• Use insight and data to prioritise improvement opportunities, including application volumes, source effectiveness, candidate conversion, social footprint, diversity outcomes, candidate experience and process performance. 
• Support diversity talent attraction objectives by ensuring campaigns, sourcing channels, messaging and candidate pipelines help Cummins reach broader and more diverse talent populations. 
• Establish governance and regional standards for key areas of employer branding, recruitment marketing and TA processes, while allowing appropriate flexibility for local market needs. 
• Manage relevant regional budgets, vendors and external partners, ensuring investment in campaigns, channels, tools and initiatives delivers measurable value. 
• Build capability across the regional TA community, sharing best practice, facilitating problem-solving and creating stronger connectivity between recruiters, sourcing teams and similar brand/process roles globally. 
  •  Maintain a clearly prioritised regional roadmap for brand and process initiatives, balancing enterprise programmes with the most important regional business and talent challenges and avoiding an overly broad agenda.