Head of Talent Acquisition, Engagement & Internal Communication (m/f/d)

Start your Live with us.

Your mission

d&b is in the middle of a far-reaching transformation. Its success depends on two things: attracting the right people and taking our employees with us on the way.

We are looking for a Head of Talent Acquisition, Engagement & Internal Communications who brings these topics together: how we present ourselves to candidates, how we hire, how we communicate internally and how we strengthen the engagement of our employees.

You lead a team of two recruiters who run day-to-day recruiting. You make sure that our recruiting processes run reliably and measurably, without running searches yourself. Your own focus is on employer branding, employee engagement and internal communications.

This is a role for someone who combines conceptual strength and creativity with high standards of execution, and who wants to build something with lasting impact.

What you bring

Above all, this role requires strong communication skills, sound business judgement, analytical excellence, proven leadership and fluent German and English.

What else we are looking for

- A passion for finding and attracting the right people. Recruiting experience is welcome but not a prerequisite: how a reliable recruiting process works and how to steer a recruiting team by figures can be learned.
- Experience with employee engagement surveys and with translating results into actions that employees actually notice.
- Conceptual strength combined with a hands-on approach: you develop ideas and turn them into well-executed results yourself.

Why join d&b?

This role brings together how we attract talent and how we inform and engage our employees, at a time when both matter more than ever for d&b.

Reporting directly to our Chief People Officer and Managing Director, you will be part of the People Leadership Team and work closely with our senior leadership.

You will have room to rethink established practices and introduce new ideas, supported by a team that runs day-to-day recruiting.

d&b audiotechnik – Our stage for your talent.

Sound that gets under your skin. Memories that last. d&b audiotechnik supports extraordinary venues, producers, musicians and artists in bringing their creativity to life and inspiring their audiences. Whether it’s goosebumps in a stadium or an intimate concert experience. From Wacken Open Air to the Frankfurt Opera – as a leading pro audio technology manufacturer, we combine technical excellence “made in Germany” with maximum creative freedom. Whether on stage or behind the scenes: join our team now. The moment is yours.

Here’s what happens next.

We’ll review your application and usually get back to you within two weeks at the latest. If we think you’re a good fit, we’ll get to know each other in an initial virtual interview. The process varies depending on the role. Following a successful virtual interview, there will be a second in-person interview and/or a short task to ensure both sides are confident. You’ll then receive feedback shortly afterwards.

We are committed to equality of opportunity and diversity and welcome applications from everyone – regardless of gender, age, background, disability, religion or sexual identity. People with severe disabilities will be given special consideration where equally qualified; please feel free to mention this in your application.

Responsibilities

Lead, coach and develop a team of two recruiters who run operational recruiting, with clear roles, goals and quality standards.; Ensure that our talent acquisition processes run reliably, from agreeing requirements with hiring managers through sourcing, selection, offer and onboarding.; Set clear service levels and a consistent tracking logic, build and own a recruiting KPI dashboard that makes speed, quality and cost of our recruiting transparent.; Ensure a professional candidate experience and structured selection procedures, and enable hiring managers to conduct effective interviews and make well-founded decisions.; Manage recruiting partners, tools and budgets, with the aim of filling more positions through our own team and relying less on external search firms.; Use digitalisation and automation to make our processes faster, more transparent and less manual.; Further develop our employer branding concept, including our employer value proposition and our positioning for key target groups.; Translate it into consistent touchpoints: career website, job advertisements, candidate communication, social media, university partnerships and selected events.; Work closely with Marketing so that our employer brand and our corporate brand speak with one voice.; Own our Employee Engagement Survey, conducted once or twice a year: objectives, questions and methodology, planning, delivery, analysis and communication of the results to different audiences.; Enable leaders to discuss results with their teams, understand root causes and agree concrete actions, and establish binding tracking of the follow-up together with our HR Business Partners.; Identify company-wide improvement topics and coordinate their implementation with the responsible functions.; Conceive, plan and run our engagement formats, such as our Christmas celebration, company run and apprentice outing, so that they bring our culture to life and connect people across the organisation.; Develop and own our internal communication approach and roadmap, with clear priorities, consistent messages and a regular rhythm across our global organisation.; Shape and improve leadership communication formats such as townhalls, CEO updates and leadership messages, and support the CEO and senior leaders in communicating strategy, business performance and organisational decisions with clarity.; Make change understandable: develop a communication roadmap for major transformation initiatives, explaining why change is necessary, what it means for employees and how they can contribute.; Personally create high-quality content, including messages, articles, presentations and announcements, and prepare and moderate internal events in German and English.; Review and further develop our channels and formats and establish measures of their reach and effectiveness.

Requirements

Several years of experience in employer branding, internal communications or a related field (e.g. Marketing), ideally in an international company undergoing significant change.; Excellent writing and storytelling skills, and the ability to make complex topics clear and relevant for different audiences.; Strong business acumen and sound business judgement: you quickly understand how our business works and how decisions are connected, look at topics through the eyes of the CEO and senior leadership rather than through an HR lens only, and prepare them so that they are easy to grasp.; Excellent analytical skills and a numbers-driven mindset: you enjoy developing KPIs, working with dashboards and analysing the results of engagement surveys.; The confidence and maturity to work with senior leaders, advise them and constructively challenge their thinking.; Proven experience in leading and developing a team, with clear goals and high quality standards.; Excellent German and English, written and spoken, including the ability to moderate events in both languages.

Benefits

Virtual interviews: November/December; On-site selection: December/January