Talent Acquisition Specialist

About the role:

The Talent Acquisition Specialist is responsible for the recruitment and onboarding process of new hires and partners with all levels of Management to identify and deliver staffing needs.  

What you will do:

• Partners with TA Leader HRBP and key stakeholders to evaluate and determine staffing needs and develop a staffing strategy to fill immediate and future openings.
• Partners with HRBP for all new/backfill roles.  HRBP will provide a current or updated approved job description and compensation range to include bonus target for each new search.
• Works pro-actively to identify external talent pipeline/community/benches for the top 5 hiring needs for assigned business focus and upcoming future hiring needs.
• Supports the external employer branding effort through targeted external marketing and outreach to the passive talent market for different talent segments.
• Supports the internal employer branding/marketing and management of the employee referral program for exempt & non-exempt hires.
• Supports other business areas with sourcing and hiring as needed and cross-trains to gain familiarity with other business areas other than main client group.
• Works to learn and apply Talent Advisor method to recruiting.  Talent Advisors are strategic recruiting professionals who deliver value beyond filling jobs.  Talent Advisors are strategic influencers who see the company as their customer, the hiring manager and HRBP as their partner and speed and quality as their measures of success.
• Builds critical relationships with management team, hiring managers, key stakeholders and key outside partners, such as schools and agencies.
• Partners with appropriate HR Business Partner (HRBP for all internal applications including notifying managers/HRBP of internal applicant, evaluating if applicant is eligible and meets qualifications and subsequently coordinating with the manager to provide an interview, formal response and/or career path discussion with the internal applicant. Conducts follow-up meetings with the internal applicant as needed. 
• Identifies recruiting opportunities and coordinates participation at job fairs; visits universities, maintaining rapport with placement counselors and intensifying networks with potential recruitment resources; examines and recommends new and additional recruiting sources for the business.
• Enters all new hire data into the Human Capital Management (HCM)System as part of the on-boarding administration. including but not limited to I-9 and EVerify documents.
• Meets with new employees to obtain feedback on the pre and post hire experience and identifies methods to help ensure a positive experience.
• Maintains ATS with updated candidate stage/steps to ensure data and metrics are properly reported.
• Reviews and updates hiring metrics report weekly in alignment with TA annual hiring goals.
• Creates job posting and all marketing posts/materials for job openings after ensuring all necessary job posting materials are updated and properly graded by HRBP to ensure execution of a quality search.
• Completes special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; fulfilling transactions.
• Oversees the administration of HR related programs to ensure compliance to policy, including review and approval and ensuring consistency.
• Participates in weekly headcount meeting with the Finance team to ensure budget and financial impact is managed.
• Collaborates with TA Leader & Marketing team on internal and external branding activities.
• Gathers and analyzes data to create a strategy to attract and retain employees.
• Reviews effectiveness for all methodologies utilized in identifying and acquiring talent and recommends changes to drive improved results.

Who you are:

•  Bachelors degree in human resources or business preferred; and/or equivalent business experience.
• 2-3 years’ experience with full-cycle recruiting using various interview methods preferred.
• Demonstrate experience in sourcing qualified candidates, including using internet and social media resources including resume LinkedIn, user group lists, industry-specific online professional networks and job boards.
• Considerable knowledge of Microsoft Office products (i.e. Word, Excel, PowerPoint).
• Well organized with an attention for detail.
• Excellent communicator and must work well with all levels of the organization.
• Experience with UKG/Paycom HCM System (formerly UltiPro) preferred.
• Experience working in a manufacturing operation preferred.

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)