Manager, Talent Acquisition

POSITION OVERVIEW

The purpose of this position is to conduct full life cycle recruitment in sourcing the best talent as well as creating and maintaining effective programs for retention, promotion and succession planning for the Council for Professional Recognition. The Talent Acquisition Manager plays a significant role in communicating the Council’s employee value proposition and will enhance and develop the organizations’ ability to attract top talent nationally. This position influences culture through the talent acquisition process.

RESPONSIBILITIES

• Manage talent acquisition initiatives and related programs and processes to ensure all related activities are consistent with the Council’s mission, vision, and values, as well as the organization’s established policies and relevant employment laws and regulations.
• Recruit full-time, part-time, temporary, contractual and intern personnel. Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer, onboarding etc.). Complete hiring process within defined metrics to minimize overall time to start. Develop appropriate acquisition strategies while minimizing cost-per hire.
• Establish and maintain strong business partnerships with hiring managers to ensure collaboration throughout the hiring process and a strategic approach for sourcing, selecting, and onboarding new hires. Develop and implement creative sourcing strategies and techniques to build a pipeline of qualified candidates.
• Develop and leverage short- and long-term sourcing strategies—including the usage of social media—to attract and identify talent, build and foster candidate relationships, and create awareness of the Council as an employer of choice.
• Assess labor markets and stay current on emerging platforms, trends, and products that may deliver more effective talent acquisition strategies and hiring outcomes.
• Develop, implement, and deliver training programs on various aspects of talent acquisition, ensuring a focus on building/improving understanding of the process, enhancing interviewing and candidate assessment competencies, ensuring relevant employment law compliance, and reinforcing the hiring manager’s role in sourcing and outreach for leveraging a pipeline of diverse and highly qualified candidates. Create and maintain a hiring manager toolkit.
• Collect, analyze and coordinate aggregate data for talent pool and translate that data into insights through data analysis that drives deliverable action plans.
• Develop, initiate and maintain effective programs for onboarding, workforce planning, workforce retention, promotion and succession planning.
• Create and maintain an environment of equal employment opportunity, diversity and competitive advantage in support of the company’s JEDIB goals.
• Collaborate with other members of the Human Resources team on a variety of HR-related projects

EDUCATION & EXPERIENCE

• Bachelor’s degree in human resources, or related field, or equivalent experience.
• Ten (10) years of broad HR experience including talent management.
• Recent experience recruiting in multiple discipline areas and levels, including hiring for nonexempt, exempt and leadership positions.
• SHRM-CP or SHRM-SCP preferred
• Experience designing, developing and implementing organization wide talent management programs that cover talent development, coaching, succession planning, workforce planning and data analytics.
• Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, and job postings,

SKILLS

• Thorough understanding of recruiting methods and best practices as well as applicable policies and federal, state, and local employment laws and regulations.
• Solid knowledge of principles and practices of talent acquisition and human resources administration.
• Superior verbal and written communication skills.
• Experience with developing successful outreach and sourcing initiatives, creating, and fostering diverse candidate pipelines, and establishing a proven track record of hiring success.
• Experience developing onboarding programs, workforce planning, and succession planning programs.
• Excellent interpersonal, counseling and negotiation skills to handle sensitive and confidential situations and information.
• Ability to handle multiple tasks and adapt to changing priorities.
• Strong presentation skills
• Strong analytical and critical thinking skills
• Strong organizational skills, follow-up skills, and attention to detail are essential.
• Excellent interpersonal skills and experience building relationships with candidates and internal customers.
• Self-starter with a high degree of initiative. Ability to work with minimal supervision, independently, and determine solutions but also recognize the importance of teamwork and collaboration.
• Demonstrated ability to identify and analyze problems, exercise independent judgment, resourcefully innovate, recommend effective courses of action.
• Experience managing and utilizing a HRIS to include an Applicant Tracking System (ATS) to capture, manage, analyze, and leverage data to make informed decisions and identify and report on trends in the hiring process.
• High degree of proficiency in Microsoft Office (Word, Excel, Power Point).

Salary Range: $110,000- $115,000