Functional Focus
KBR’s functional teams keep our business moving. That’s why we’re proud to showcase their work, recent wins, improvements and new initiatives, and highlight how their success benefits all of us.
A good talent acquisition strategy is key to any company's success, as it directly influences the organization's ability to attract, hire and retain top-tier talent. In today's dynamic business environment, where competition for skilled professionals is intense, having a well-defined talent acquisition strategy is key.
KBR’s Talent Acquisition (TA) team comprises roughly 150 people located across the United States, India, U.K., Middle East, Australia and Singapore. The global function includes four main verticals in which talent is brought to the organization: early career recruiting, experienced recruiting, executive recruiting and TA operations. All function areas have equally important responsibilities and work together to ensure a quality talent acquisition offering for new and existing employees that supports the business’s goals and growth areas.
KBR's Talent Acquisition Structure
Talent Acquisition Initiatives for 2024
A strategic approach to talent acquisition not only ensures a company has the right people in the right roles but also contributes to building a diverse and skilled workforce. Effective talent acquisition enhances employee satisfaction, productivity and innovation, ultimately impacting the company's success.
In 2024, KBR Talent Acquisition is focused on enhancing and streamlining its current processes, emphasizing six key pillars as the foundation. The goal is to refine existing practices rather than introducing new initiatives.
The Six Pillars
Strategic Workforce Planning and Talent Insights
Build, Buy, Borrow, Bot – We will strive to better understand KBR’s business strategies, identify key skills across our people, and determine future talent needs. We’ll also look for opportunities to shift focus from jobs to skills, attitude and potential.
Recruitment Marketing and Employer Brand
We will continue to develop a strong employer brand based on KBR’s organizational purpose to attract and retain talent. The function will leverage multiple channels, including KBR’s website and social media presence, to help improve global brand awareness and perception, increasing the understanding of KBR’s capabilities.
Sourcing and Selecting Talent
TA will focus on looking at our current workforce in a more holistic way to ensure sourcing is aligned to business goals. This includes leveraging KBR’s internal marketplace and deploying sourcing capability for rare talent. TA is also exploring a community of practice for early-career leads in the U.K., U.S., India, and Australia to help develop a roadmap to define a U.S.-focused early careers strategy.
Inclusion and Diversity
The team has ambitious goals to increase candidate diversity and expedite inclusivity at all points in the TA life cycle. To do this, the team plans to streamline the recruiting process and remove any processes or practices that may directly or indirectly create bias.
Candidate Experience
We will look to enhance the recruiting process based on the needs of the candidates, hiring managers and recruiters, focusing on "moments that matter" for key employee journeys.
Digital Enablers
TA will leverage digital enablers including automation and analytics to drive outcomes. We will also seek opportunities to consider virtual agents, advanced digital AI and machine learning solutions across sourcing, screening, assessment and vetting processes.
KBR’s strong TA strategy enables organizations to adapt to changing market demands, fosters a positive employer brand, and positions the company as an employer of choice. In essence, KBR’s TA function is crucial to helping enable the growth and long-term success of the company.
