Director Of Talent Recruitment

POSITION: Director of Talent Recruitment

SCHOOL YEAR: 2023-2024

REPORTS TO: Deputy Superintendent

WAGE/HOUR STATUS: 220 day employee

SALARY RANGE: $65,000 - $75,000 with additional incentive-based commission

Our Mission:

Charter School for Applied Technologies prepares students for family sustaining careers by integrating career exploration and a lifelong learning culture.

The Charter School for Applied Technologies (CSAT) opened its doors in 2001 as a 700-student school serving grades K-6. Today, CSAT is a busy campus consisting of three distinct buildings (Elementary, Middle and High Schools), that host approximately 2,300 students from 19 different school districts throughout WNY.
WHY CSAT?
We are a team inspired by our mission of preparing students to attain family-sustaining careers. If you are looking for a supportive culture providing professional development, training, and mentorship, this could be the place for you! Working as part of a team, you can make a positive and profound difference in the lives of the students we serve.

We offer outstanding healthcare benefits, a supportive work environment, generous paid time off and are part of the New York State retirement system.

JOB SUMMARY

The Director of Talent Recruitment will lead recruitment efforts and implement talent strategies and initiatives.

Key Responsibilities and Duties of the Director of Talent Recruitment:

1. Lead full-cycle recruitment processes:

· Develop pipeline of qualified teacher candidates to fill existing vacancies or positions where existing faculty/staff is under-qualified.

· Strategize and implement different ways to engage passive candidates and connect them to current job opportunities.

· Foster and maintain relationships with the teacher preparation programs at local universities to ensure linkage with CSAT as a preferential site for student-teacher placement.

· Market open positions via CSAT’s Employment page and job boards such as Indeed, NYS Department of Labor, college boards and social media including LinkedIn.

· Source candidates utilizing social media, resume databases, Boolean searches, industry contacts, professional networks, etc.

· Proactively source, screen and recommend qualified applicants for difficult-to-fill positions and help maintain an applicant pipeline in order to minimize the time required to provide qualified candidates to the Superintendent, Principals or Directors of various departments for further interviewing.

· Participate in job fairs and recruitment events as needed.

2. Talent Advisory

· Utilize Principal input and historical data to anticipate where the school might experience faculty openings in the upcoming school year.

· Partner with the Superintendent, Principals or Directors of various departments to proactively identify recruitment needs and candidate “must haves” and draft job descriptions.

· Communicate with interview panels to ensure preparedness during the interview process.

· Identify and develop relationships with additional teacher education programs.

3. Employer Branding

· Responsible for marketing coordination of Talent acquisition campaigns by working closely with the Director of Communications, to ensure branding remains consistent and aligned to the school’s mission.

· Market CSAT as a preferred K-12 educational organization to candidates in local universities and at annual Teacher Recruitment Day.

· Provide organization/school tours for groups of teaching candidates accompanied by building-based representative who can field candidate questions.

4. Candidate Experience

· Manage candidate expectations and engage talent throughout the hiring process.

· Collaborate with HR, Principals and the Superintendent to refine CSAT’s hiring process from application to hire.

· Ensure a high-quality candidate experience with transparency, prompt follow-up and clear and consistent communication.

· Perform research to evaluate the general needs and opinions of hired talent during the first year of employment in order to inform CSAT mentoring experience and strengthen year-to-year retention.

5. Process Improvement and Development

· Partner with leadership team to develop innovative Talent Recruitment practices, processes and systems.

· Track and report on recruitment progress metrics, such as time-to-fill, offer acceptance rate, cost per hire, etc.

· Work to ensure diverse, inclusive and equitable hiring practices.

· Oversee the completion of various talent acquisition projects and initiatives.

QUALIFICATIONS, EDUCATION AND EXPERIENCE

Experience:

· Bachelor’s degree in Business Administration, Human Resources or related field. Concentration in Marketing, Public Relations, HR, or Sales is preferred.

· Minimum two years of proven professional recruiting experience.

· Strong experience implementing Talent Recruitment programs and delivering results.

· Exceptional and engaging communication skills, with the ability to develop relationships, influence, network collaborate and leverage active listening skills.

· Ability to work under pressure and meet deadlines.

Appointment Status

Permanent

Position Status

Full time

Start Date

Open

Preferred Certification Types

AIRS: Professional Recruiter Certification, Certified Diversity and Inclusion Recruiter, Certified Technical Recruiter, Certified Social and New Media Recruiter

HR Certification Institute (HRCI): Associate Professional in Human Resources, Professional in Human Resources, Senior Professional in Human Resources

Society for Human Resources Management (SHRM): SHRM Talent Acquisition Certification Human Capital Institute (HCI): Strategic Talent Acquisition Certification, Strategic Workforce Planning Certification

Additional Job Information

Contact Person's Name

Garrick Loveria

Contact Person's Title

Deputy Superintendent