Talent Acquisition Manager

Job Summary: The Talent Acquisition Manager will build and foster relationships with senior business leaders as a trusted advisor to drive talent strategy and measurable business impact. In this role, they will champion the Holt culture & values and foster a culture of belonging to help the team dream big, have fun, and get the work done. All while developing innovative recruitment strategies and managing the end-to-end hiring activities of assigned requisitions, delivering an efficient and effective service to all involved in the hiring process.

The Talent Acquisition Manager will coach and guide hiring managers on Talent Acquisition-related policies, processes, and interview skills while ensuring all recruiting activity is consistent and compliant with Global/Regional policies as appropriate, and all agreed activities are completed accurately and timely.

What can HOLT CAT offer you?

• A competitive salary, commensurate with your experience and competencies.
• A comprehensive and robust benefits program that includes complete health care, 401(k) matching & Profit-Sharing plan (ROTH and traditional), paid holidays, and a front-loaded PTO program.
• A Tuition Reimbursement program to support the pursuit of accredited college courses.
• An employee development program with professional development staff that allows you to grow your skills and build your competencies to prepare you for future opportunities at HOLT.

Qualifications and Requirements:

• Bachelor’s degree in Human Resources, Business Administration or a related field, or equivalent work experience required.
• 5+ years of recruiting experience preferred.
• Demonstrated and progressively responsible experience managing recruiting teams.
• Demonstrated knowledge of federal, state, and local employment regulations.
• Proven track record as a Senior Recruiter or in a similar senior-level role.
• Demonstrated ability to strategize and influence leadership at all levels to achieve successful hiring outcomes.
• Deep understanding of diversity and inclusion principles and the ability to effectively implement them in recruitment strategies.
• Exceptional communication and interpersonal skills.
• Mastery in becoming a company brand ambassador and adept at building internal and external networks engaged with our company's job openings.
• Innovative mindset with an insatiable curiosity for exploring novel recruitment techniques.
• Exceptional organizational skills, attention to detail, and proficiency in managing multiple tasks and priorities.
• Proficiency in HR software and applicant tracking systems.

Essential Functions:

• Hire, develop, evaluate, and influence effective and consistent productivity and teamwork to ensure the delivery of Legendary Customer Service (LCS).
• Develop and implement cost-effective Talent Acquisition strategies, ensuring effective and creative sourcing, evaluation, and selection of the most qualified and diverse talent for your assigned entities/business units.
• Accountable for the growth, delivery, and retainment of the Talent Acquisition team.
• Develop appropriate metrics and tracking mechanisms, service-level agreements, and other planning and measurement tools to build accountability and measure results, impact, and cost-effectiveness of the hiring process and Talent Acquisition team.
• Lead with a continuous improvement mindset, involving the Talent Acquisition team and hiring managers in identifying process improvements in our hiring practice that will reduce the time to fill and increase the quality of candidates/new hires, such as standardization of the hiring process and improved interviewing tools
• Effective recruiting, hiring, and workforce planning.
• Provide strategic direction, Talent Acquisition expertise, and guidance to key stakeholders on strategic and emerging Talent Acquisition trends, benchmarks, and other Talent Acquisition issues.
• Collaborates with other HR divisions and organization leaders to ensure a positive candidate experience.
• Ensure compliance with EEO and other regulatory requirements and oversee progress against goals in the various Affirmative Action Plans.
• Works safely at all times and adheres to all applicable safety policies; complies with all company policies, procedures, and standards.
• Requires regular and punctual employee attendance.
• Model, promote, and reinforce the consistent use of HOLT’s Values Based Leadership (VBL) tools, models and processes to ensure alignment with our Vision, Values, and Mission.
• Performs other duties as assigned.

Supervisory Responsibilities:

Responsibilities include, but are not limited to interviewing, hiring, and training employees; planning, assigning, and directing work; coaching and development; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

Disclaimer:

Please note that the above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not to be interpreted as an exhaustive list of all responsibilities, duties, and skills required of the incumbents so classified. All incumbents may be required to perform duties outside of their normal responsibilities, as needed.

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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)