Job Description
For over four decades, PAR Technology Corporation has been a leader in restaurant technology, empowering brands worldwide to create lasting connections with their guests. The company provides comprehensive software and hardware solutions that enable seamless customer experiences and support business growth for more than 100,000 restaurants across over 110 countries.
PAR Technology follows a Better Together approach and offers Unified Customer Experience solutions combining point-of-sale systems, digital ordering, loyalty platforms, back-office software, industry-leading hardware and drive-thru solutions.
Position Description
The Regional Talent Partner is a technical recruiting role responsible for supporting hiring and talent development outcomes across India. The position combines hands-on recruitment for technical and engineering talent with the local execution of talent programmes and manager-enablement initiatives.
Approximately 70% of the role is focused on Talent Acquisition. The Regional Talent Partner will serve as a trusted partner to hiring managers throughout the recruitment lifecycle for technical, professional and leadership roles.
The remaining 30% of the role focuses on helping managers attract, develop and retain talent through onboarding, internal mobility, career development, learning and other talent-related programmes.
PAR Technology is primarily looking for a recruiter with a strong technical recruitment background who also possesses experience beyond recruiting. Relevant additional experience may include interviewer training, onboarding, internal mobility, career development, manager enablement or learning programmes.
Position Location
The position may be based in Jaipur or Gurugram, India.
The selected professional will support hiring and talent initiatives across India while partnering closely with global Talent, People Operations and business leaders working across multiple time zones.
Reporting Structure
The Regional Talent Partner will report to the Global Head of Talent Strategy.
What We’re Looking For
Candidates should have more than 7 years of Talent Acquisition experience with a strong track record of recruiting for technical and engineering roles such as software engineering, product, data and information technology positions.
Applicants should have proven experience managing full-cycle technical recruitment across multiple job families, including candidate sourcing, technical screening and closing candidates within competitive talent markets.
The role requires working knowledge of technical positions, relevant skill sets and hiring markets to enable credible and effective partnerships with engineering and technology hiring managers.
Candidates should have experience recruiting for professional and leadership roles within a technology organization in addition to technical positions.
Applicants should have experience partnering directly with business leaders and hiring managers.
Strong stakeholder management, communication and relationship-building skills are required.
Candidates should possess strong project-management and organizational capabilities.
Experience using recruitment systems, talent analytics and reporting tools is required.
Applicants should have experience using artificial intelligence to improve efficiency across recruitment and talent processes.
The role requires the ability to influence stakeholders and drive outcomes across a matrixed organization.
Experience with learning, employee development, internal mobility, onboarding or related talent programmes will be valued.
Key Responsibilities
Lead full-cycle technical recruitment for engineering, product and other technical roles across the region. These roles will form the majority of the active recruitment portfolio.
Manage recruitment for professional and leadership roles when required.
Manage an active portfolio of job requisitions and deliver high-quality hiring outcomes.
Partner with hiring managers to define hiring requirements, develop candidate-sourcing strategies and support effective selection decisions.
Build and maintain talent pipelines for critical, specialized and difficult-to-fill positions.
Coach hiring managers on interviewing best practices, candidate assessment and hiring decisions.
Deliver interviewer training and recruitment-process education to improve hiring quality and consistency.
Coordinate recruitment activity across contractors, recruitment agencies and business stakeholders.
Ensure consistent adoption of recruitment systems, processes and standards.
Monitor recruitment pipeline health, hiring metrics and recruitment effectiveness while identifying opportunities for improvement.
Maintain accurate recruitment data, candidate records and reporting.
Share labour-market insights and relevant hiring trends with business leaders.
Deliver an excellent candidate and hiring-manager experience throughout the recruitment process.
Partner with People Operations and Global Talent teams to support successful implementation of talent programmes and initiatives across the region.
Help managers identify and develop internal talent to support employee growth and internal mobility opportunities.
Support career-pathing, career-framework and competency initiatives by helping managers understand and apply available tools and resources.
Coordinate and support the local implementation of learning and development programmes.
Deliver or facilitate manager-enablement sessions related to interviewing, recruitment, career development and employee growth.
Reinforce adoption of talent tools, frameworks and processes introduced by the Global Talent team.
Gather feedback from managers and employees to identify opportunities to improve talent programmes and employee-development experiences.
Track participation in and adoption of talent initiatives and share relevant insights with People Operations and Global Talent teams.
AI Integration
Identify opportunities to use artificial intelligence to improve recruitment and talent-programme delivery.
Support employees in building AI capabilities that improve how work is completed.
Use AI-enabled methods where appropriate to source and screen candidates or streamline talent-programme communications.
Interview Process
The first stage will be a phone or video screening interview with the Talent Acquisition team.
The second stage will be a video interview with the hiring manager through Microsoft Teams.
The third stage will be a video interview with the team through Microsoft Teams.
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