Divisional Recruiter

BASIC PURPOSE
The primary responsibility of the Recruiter is to lead, manage and monitor staffing services for the division, interviewing potential candidates, and managing the full cycle recruitment process of potential candidates and new hires. Identifies future hiring needs, designs job descriptions, sources candidates through databases and recruitment platforms, conducts interviews, files paperwork, and keeps abreast of employment laws and legislation. Will evaluate various departmental operations to identify the needs of hiring additional staff by communicating with senior management. Will possess excellent knowledge of the human resources disciplines and practices to ensure hiring efficiency. The Recruiter will report to the Human Resource Director and work closely with the HR Coordinator, and all other department managers to ensure to hiring needs are being addressed appropriately throughout the division.
ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Develops, facilitates, and implements all phases of the recruitment process.
2. Consults with senior HR Director on critical talent gaps and drive an effective and efficient talent strategy in support of the division.
3. Ensures compliance with federal, state, and local employment laws and regulations, and company policies.
4. Completes reporting requirements for the OFCCP.
5. Produces and update job specifications and descriptions.
6. Performs all background checks for the Del Oro Division.
7. Schedules interviews; oversees preparation of interview questions and other hiring and selection materials.
8. Arranges recruitment materials.
9. Posts job ads on UKG Recruitment module, recruiting platforms, and relevant job boards.
10. Evaluates resumes, cover letters, and job applications.
11. Supports the interview process and evaluates the candidates' skills, knowledge, and experience.
12. Follows up with successful candidates and update the company's internal records.
13. Acts as the main point of contact between the candidate and the company during the selection process.
14. Understands The Salvation Army business strategy, consult on the overall aligned talent strategy.
15. Drives a strong talent assessment process and rigor.
16. Proactively shares market and competitive intelligence to HR Manager and Director of HR.
17. Presents ongoing requisition updates both written and verbally to the HR Manager and Director of HR.
18. Network, source and build a talent pipeline with industry leaders and attract the highest skilled and credentialed professionals to join The Salvation Army.
19. Attends and participates in college job fairs and recruiting sessions.
20. He/she will also create a diversity sourcing strategy for the designated business groups; this includes building strong external partnerships with diverse associations.
21. Performs in depth job market analysis by location and position to ensure The Salvation Army remains competitive. Manages The Salvation Army's compensation platform.
22. All other duties as assigned.

KNOWLEDGE, SKILLS, ABILITIES, AND OTHER QUALIFICATIONS REQUIREMENTS

1. AA Degree required. Bachelor's degree preferred.
2. 2-3 years of administrative support.
3. Minimum 1 year of recruiting or talent acquisition experience required.
4. Proficient in Microsoft Office, PowerPoint and Excel, UKG, and all major recruiting platforms (Indeed, LinkedIn, Zip Recruiter, etc).
5. Organized & Detail Oriented.
6. Ability to multi-task.
7. Effective communication skills.
8. High level of integrity; ability to maintain confidential information.
9. Professional phone presence.
10. In-depth knowledge of key drivers in local job markets.

CERTIFICATES, LICENSES, REGISTRATIONS

1. Must possess a valid California Class C Driver License, and the ability to drive a Salvation Army vehicle.
2. Must be 21 years or older.
3. Complete The Salvation Army vehicle course training.

PHYSICAL REQUIREMENTS:

1. Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis.
2. Ability to grasp, push, and/or pull objects.
3. Ability to reach overhead.
4. Ability to operate a telephone.
5. Ability to lift up to 25 lbs. for administrative positions.
6. Ability to operate a computer.
7. Ability to process written, visual, and/or verbal information.
8. Ability to operate basic office equipment and tools PC, Fax Machine, Telephone, Calculator, Copier, Printer.

Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed would not result in undue hardship.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)