Recruitment Manager

PRIMARY FUNCTION/PURPOSE:

At a professional level, the Recruitment Manager, while assisting the Assistant Vice President, Human Resources, will perform direct hands-on with day-to-day Recruitment tasks and the management of the full-cycle recruiting process, which encompass one to supervise, provide guidance, coach, support, and champion the Recruitment Team in some of the following areas: designing and implementing hiring processes that meets compliance efforts and aligns to the organization’s hiring goals, and develop strategies to identify candidates who will fit the company culture.

This role requires an individual to be an active member of the overall Human Resources team and will provide support in on-going Human Resources and Recruitment projects. The position requires an extremely perceptive person who can interact respectfully with individuals at all levels within the organization, as well as with external vendors, with an understanding of the balance between the organization’s needs, business demands, and candidate goodwill. The incumbent will act as an ambassador to possible new hires, the Recruitment Manager will be committed and help to optimize and promote the organization’s brand.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Manage full cycle recruiting process for a variety of requisitions up to leadership level.
• Mange sourcing, soliciting feedback from hiring managers, providing ongoing updates during the recruitment process to stakeholders, communicating status to candidates, coordinating offers, background checks and onboarding.
• Responsible for keeping applicant tracking system/tool up to date, and compliant with all state and federal laws.
• Maintain consistent and regular updates to the Human Resources Team abreast of new hires, job titles, start dates and the satisfactory return of background checks to ensure start dates are accurate.
• Responsible for clean and reportable data to support affirmative action reporting.
• Create or enhance an efficient recruitment process with recruiting tools and resources that are data-driven and sets best practices.
• Utilize a metric driven approach and best practices to recruitment performance, initiatives, and training.
• Develop regular feedback mechanisms to track candidate experience and interview team, and review feedback with stakeholders on next steps.
• Implement and maintain hiring policies and processes that encourage excitement and drive to source great and unique talent.
• Being proactive in drawing candidates’ initial interest, then create, and rely on, strong interviewing skills and good judgment to identify an ideal match.
• Employ strategies that will find candidates who will fit the organization’s culture of respect, professionalism, collaboration, long-term committed, and honesty.
• Ensure consistent interpretation and administration of organizational recruitment procedures to avoid miscommunication and process breakdowns.
• Provide advisement, and training where necessary, to managers and supervisors on productive, efficient, and legally acceptable interviewing techniques to minimize the risk of claims of unfair hiring practices.
• Review pre-new hire packets before OnBoarding, within two days of orientation.
• Exhibit extensive knowledge, while maintaining compliance of human resources policies and procedures & Federal, State, and local laws regarding employment practices.
• Ensure compliance with local, state, and federal laws, organizational policies and procedures as it relates to hiring practices and processes, and records retention.
• Conduct recruitment audits periodically, but quarterly at minimum.
• Collaborate with HR team members on compliance audits, special projects and initiatives when needed.

• Maintain an environment of positive employee relation by maintaining confidentiality, establishing trust and credibility, being approachable and fair, balancing business needs with employee needs, and spending significant time interfacing directly with employees and managers.
• Irrespective of responsibility, serve as backup support where needed to meet business demands and needs.
• Any additional duties and activities and designated by supervisor.

MINIMUM QUALIFICATIONS:

• Bachelor’s Degree in Human Resources, Business Management, or related field.
• At least six (6) years of prior Recruitment Manager, supervisory, and leadership experience.
• Must possess direct knowledge and understanding of local and federal labor laws that may affect your organization’s hiring processes.
• Knowledge of or ability to acquire knowledge of relevant employment and hiring laws, including but not limited to labor law (covering EEOC), the Equal Pay Act (EPA), and Americans with Disabilities (ADA) is a plus.

• Utilize good judgment and discretion in the handling of confidential information.
• Must be detail oriented, highly organized, and can work independently.
• Ability to manage multiple and shifting priorities with strong follow-up skills.
• Excellent project management, time management and presentation skills.
• High level of experience and comfort working within, or the absence of, an HRIS system.
• Excellent oral and written communication skills coupled with strong interpersonal skills.
• Work to resolve issues in a proactive, respectful, and positive manner.
• Proficient in MS Office, Outlook, Excel, PowerPoint, and Adobe.

OTHER REQUIREMENTS (including Physical Demands):

• May be required to work long hours and a varied schedule.
• Travelling throughout various locations in the New York City area.

• Lifting and moving objects weighing up to 30 pounds several times a week.

EEO Statement – Children’s Rescue Fund is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, gender identity, sexual orientation or protected veteran status.