Assistant Director, Sourcing, Recruitment and Onboarding

INTERPOL Lyon, France
Interpol is the world’s premier international police organization, with 194 Member States. Created in 1923, it facilitates cross-border police co-operation, and supports and assists all organizations, authorities, and services whose mission is to prevent, monitor and combat international crime.
Guided by four core functions, INTERPOL provides a high-tech infrastructure of technical and operational support to enable police forces around the world to meet the growing challenges of crime in the 21st century.
The General Secretariat in Lyon, France, is operational 24 hours a day, seven days a week, providing a central contact point for the National Central Bureau (NCB) in every member country for assistance or information on cross-border investigations.
All NCBs are connected to each other and the General Secretariat through I-24/7, INTERPOL’s secure global police communications system, which also enables law enforcement officers to directly check a range of vital police databases.
INTERPOL uses a system of colour-coded international notices to locate, arrest or provide warnings about fugitives and other criminals.
You can find further details on their website https://www.Interpol.int/
Role Purpose
The Assistant Director Sourcing, Recruitment and Onboarding is responsible for managing the overall external talent attraction, acquisition and onboarding process for INTERPOL. She/He will utilize diverse ways of attracting, promoting and profiling INTERPOL as an employer of choice, whilst ensuring the candidate experience is positive, supportive and inclusive.
The Assistant Director leads the development and implementation of world class recruitment practices and processes that focus on a positive candidate experience, as well as ensure staff are onboarded effectively in order to be deployable and operational as soon as possible. The Assistant Director is a strategic people enabler, they advise leadership on the external recruitment environment, develop strategic partnerships across international communities, and also facilitate strategic talent pipelines and networks to meet both current and future needs of INTERPOL as a leading diverse, specialist and truly global employer.
Duties and Responsibilities
Duty 1 – Management of the talent acquisition and onboarding experience
  • Provide leadership and guidance to their assigned teams and specialist staff through effective team management and business partnering practices
  • Develop and delivers the integrated recruitment strategy through the various teams under their management and guidance
  • Train, coach and develop a high performing team to recruit in a diverse and dynamic recruitment environment
  • Empower and enable their team of recruitment and resourcing specialists to seek out new and dynamic ways to source, recruit and onboard newcomers leveraging new technologies and continuously improving processes
  • Develop effective metrics or KPIs to ensure team performance is measured and maintained on an ongoing basis for sourcing, recruitment and relocation processes
  • Encourage the team to develop effective diverse talent pipelines and channels so that they can develop future talent pools meeting people capability and diversity needs of the organization.
Duty 2 – Management of INTERPOL’s sourcing, recruitment and onboarding policies and processes
  • Lead the development and embedding of multi-sourcing, recruitment and onboarding practices that are fit for purpose and that comply with relevant regulation
  • Advise on necessary changes or developments to recruitment and onboarding practices to ensure they are fit for professional purposes and branding
  • Ensure all relevant policies are current, fit for purpose and compliant with relevant regulations
  • Regularly benchmark and review relevant policies and practices against the external marketplace to ensure INTERPOL maintains a world class capability
  • Champion a diversity approach to recruitment to help promote and build a diverse and inclusive workplace in a truly international and multicultural organisation
  • Liaise with external organizations, Ministries, government agencies and services to share good and best practice, with the aim of maintaining a continuous improvement approach to policies and processes for sourcing, recruitment and relocation procedures
Duty 3 – Management and evolution of INTERPOL’s candidate experience
  • Work with their teams to create an effective Employer Value Proposition (EVP) that enhances the candidate experience
  • Build a strategic talent and alumni networking framework to provide direction to the sourcing team
  • Provide an overarching INTERPOL external recruitment strategy to define the work and processes of the recruitment team
  • Develop an external recruitment metric to measure and improve the ongoing candidate experience
  • Strategically utilize and leverage INTERPOL’s digital profiles and presence to engage with both passive and active talent
  • Create a seamless candidate experience from attraction to onboarding that is facilitated via their specialist teams
  • Develop and implement a candidate communication strategy to help manage expectations prior to and during the candidate experience
Duty 4 – Developing and coordinating strategic talent relationships
  • Be a positive global brand ambassador on the global stage for INTERPOL
  • Work with other organizations, government agencies and services to build effective partnerships in order to develop mutually beneficial talent initiatives or dovetail potential career path planning for potential candidates
  • Co-ordinate strategic partnerships with key stakeholders to ensure the development of strategic talent pipelines – particularly with respect to INTERPOL secondment positions that will require outreach and relationships with Member Country National Central Bureaus and senior police leaders
  • Work closely with partners/agencies to negotiate resource release and return to compliment mutual talent needs
  • Negotiate cost effective resource solutions via key partners within agreed budget requirements and guidance
Duty 5 – Strategic talent acquisition advisor to INTERPOL Leadership
  • Advise senior leadership on recruitment related risks and then work with the HR and leadership functions to mitigate via effective recruitment planning
  • Partner with INTERPOL’s directorates to help plan and implement recruitment solutions to meet current and future people needs
  • Partner across the other DHRM functions to provide an integrated approach to the DHRM value proposition
Duty 6 – Other duties
  • Undertake any other duties as requested by the Director of HRM
Education, Qualifications & Experience
Education required
  • A minimum of five years of University education (Specialization, Masters or Doctorate degree)
Experience required
  • Minimum of ten years of experience in management with a specialisation in recruitment or HR business partnering
  • Prior experience of leading a global recruitment operation or other relevant HR business partnering or operational team
  • Proven track record in sourcing, recruitment leadership and strategic development
  • Proven track-record in supporting the achievement of corporate business objectives through the development and embedding of an effective candidate experience from attraction through to onboarding
  • Extensive experience in recruitment, with a deep knowledge and understanding of modern attraction, recruitment, and engagement practices to ensure a positive candidate experience
  • Experience in a multicultural environment and managing multiple senior stakeholders
  • Confidently capable of engaging with senior international leaders and maintaining productive and positive relationships as a brand ambassador
  • Professional fluency in English is essential, both oral and written.
  • Proficiency in a second official language of the Organization (Arabic, Spanish, French) would be an asset.
Specific competences required
  • HRM management skills
  • Proven leadership capability combined with strong management skills
  • Energetic and proactive attitude, with a problem-solving mindset
  • Able to balance data-based insight with human factors
  • Strong judgment, negotiation, and mediating skills
  • Personal and professional maturity
  • Ability to work under pressure in a challenging environment
  • Good external networking profile to maintain currency of knowledge and capability
  • Initiative and creativity
  • Ability to develop and maintain professional networks as well as credibility with senior stakeholders
  • Ability to work in a team as well as individually
  • Good analytical skills and forecasting ability
  • Multi-culturally adept. Ability to work across all hierarchical levels.
  • Excellent drafting and communication skills in English
  • Very strong communication skills (written and oral), including listening skills
How to Apply
If you wish to be considered for this position, please complete the Application Form below on or before 5th January 2022. In addition, we encourage you to attach a copy of the most recent English version of your CV.

All information will be treated in the strictest confidence as we pride ourselves on our professional service.
If you have an initial query rather than an application, kindly email us at
[email protected]

SRI Executive is exclusively retained by INTERPOL to undertake this assignment.

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