Case Study: Talent Acquisition Transformation at Veolia Environmental Services
Client: veolia environmental services
Role: Talent Acquisition Business Partner
Duration: May 2021 - August 2022
Background: Veolia Environmental Services, a global leader in water, environmental services, and energy sectors, required an efficient and effective talent acquisition strategy. As the Talent Acquisition Business Partner, I managed high-volume recruitment, supported a significant merger with SUEZ, and spearheaded initiatives to enhance diversity and inclusivity.
Objectives:
Manage high-volume recruitment across all states.
Develop and implement strategies to reduce time-to-fill.
Foster diversity and inclusivity within the recruitment process.
Support the merger with SUEZ by advising on recruitment policies and procedures.
Key Responsibilities and Achievements:
High-Volume Recruitment:
Managed recruitment for 60-90 roles simultaneously, focusing on operational positions across Veolia’s three business lines.
Designed initiatives to streamline the recruitment process, reducing the time-to-fill for open positions.
Manager Consultation:
Partnered with managers across four key business lines, providing expert advice on recruitment policies and procedures during the SUEZ merger.
Consulted on the attraction, selection, recruitment, and onboarding processes, ensuring a positive candidate experience.
Diversity and Inclusivity Initiatives:
Developed and led the Veterans at Veolia program, creating a network to encourage veteran employment.
Introduced initiatives to increase diversity, including veteran skills programs and work trials with external partners.
Assisted in the national apprenticeship program and successfully ran open days for Driver Trainee Programs.
Recruitment Strategies:
Attended career fairs and actively networked to attract top talent.
Created targeted recruitment strategies for hard-to-fill roles, utilizing marketing and social media campaigns.
Designed and implemented an Employee Referral Program, enhancing internal recruitment efforts.
Stakeholder Management:
Collaborated closely with HR Business Partners and HR Services, consulting on best practices throughout the recruitment process.
Advised managers on salary negotiations, market updates, and recruitment strategies, ensuring alignment with business needs.
Provided constructive input on team initiatives, offering feedback, solutions, and advice to improve recruitment outcomes.
Process Improvement:
Accurately recorded recruitment data for analysis, using insights to enhance evidence-based practices.
Suggested and implemented improvements to the recruitment process within the Success Factors system, increasing efficiency and effectiveness.
Results:
Successfully managed high-volume recruitment, maintaining a steady flow of qualified candidates.
Reduced time-to-fill for open positions through strategic process improvements.
Increased diversity within the workforce by implementing targeted initiatives and programs.
Enhanced stakeholder satisfaction by providing expert advice and maintaining clear communication.
Conclusion: As the Talent Acquisition Business Partner at Veolia Environmental Services, I played a crucial role in transforming the recruitment process. Through strategic planning, efficient management, and a focus on diversity and inclusivity, I ensured that Veolia attracted and retained top talent, supporting the company’s growth and success during a period of significant change.