Attract Talent. Own the talent pipeline for the chapter. Actively source, screen, and evaluate candidates for open and anticipated positions. Work closely with Talent Acquisition to maintain a healthy inflow of qualified professionals, and take personal accountability for the quality and speed of hiring in the chapter.
Lead and Develop People. Guide people with purpose. Set clear expectations, give honest feedback, recognise strong performance, and create the conditions for individuals to grow. Manage engagement, motivation, and wellbeing proactively. The chapter’s stability and development are a direct reflection of the Capability Leader’s leadership.
Contribute to Company Growth. Think and act like a business owner. Generate new demand for the capability across existing and new clients. Maintain awareness of financial contribution and manage the chapter’s cost and revenue dynamics accordingly. Support the company’s growth targets and engage early when chapter positions are at risk.
Collaborate with Capability Leaders. Act as a genuine partner to other Capability Leaders. Share knowledge, support cross-chapter staffing where it makes sense, and model the collaborative behaviours that define Agile Actors’ culture.
Collaborate with Functions. Work effectively with Talent Acquisition, People Development, and Account Management, treating the functions as partners. Contribute to shared goals on hiring speed, people experience, and demand generation.
Promote Agile Actors’ Public Image. Be visible in the professional community. Participate in meetups, conferences, and relevant events. Contribute to Agile Actors’ employer brand through content, speaking, mentoring, or community involvement.
Grow and Maintain Chapter Manpower. Achieve net headcount growth for the chapter where open positions exist while retain existing chapter’s professionals.