Talent Acquisition Manager

The Talent Acquisition Manager oversees the sourcing, interviewing and hiring process of new employees and provides leadership, support and vision to the recruitment and onboarding team. They ensure that the recruiting strategies of the agency are current and relevant and meet the changing demands of the employment environment. Salary range: $85,000 - 100,000 based on background and experience. This is a fully on-site position located in Springfield, MA.

Responsibilities include:

• Supervision and development of recruiting and onboarding staff
• Oversight of the daily workflow and priorities of the department
• Development of new strategies and programs to attract candidates, implementing best practices in recruitment and staffing
• Oversight of the use of UKG recruiting and onboarding software
• Leverage data from UKG system, Indeed, etc. to understand recruitment effectiveness and makes adjustments as necessary
• Collaboration with community engagement team to leverage CHD’s brand and marketing resources
• Recruits and hires for senior-level positions in administration and operations as necessary, acting as primary recruiter
• Collaborates with operational leaders to plan for and respond to growth opportunities, staff vacancies, and critical needs
• Advise and train hiring managers on proper interviewing techniques and CHD workflows and processes
• Attend community events, career and job fairs as needed

Qualifications:

• Bachelor’s Degree in human resources, management, or related field
• Demonstrated experience in recruitment in the social service, behavioral health, or health care field
• Demonstrated experience in recruiting a diverse candidate pool for professional and paraprofessional staff
• Strong communication skills and ability to interact well with
• Knowledge of relevant employment law affecting recruitment and hiring
• Experience with applicant tracking software and HRIS databases
• Experience with social media and professional networking
• Supervisory experience

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)