Talent Acquisition Specialist

Description

JOB TITLE:Talent Acquisition Specialist
SALARY RANGE: $75,000 - $78,970
HAY POINTS: 393
DEPT/DIV: People / Talent Acquisition
SUPERVISOR: Manager, Talent Acquisition
LOCATION: 420 Lexington Avenue
HOURS OF WORK: 9:00 am - 5:30 pm (7.5 hours/day)
This position is eligible for telework which is currently one day per week. New hires are eligible to apply 30 days after their effective date of hire.
SUMMARY:
The Talent Acquisition Specialist is a member of the MTA’s Talent Acquisition organization, providing full cycle recruitment guidance and support to client leaders. The incumbent will develop strategies to attract, identify and source qualified candidates, while ensuring a strong focus on candidate care. Additionally, the incumbent will partner with various stakeholders in the People Department and business units to source and fill managerial, administrative, clerical, operational, and/or skilled craft positions, which are both represented and non-represented positions.
RESPONSIBILITIES:

• Collaborate with hiring managers to determine the skills, qualifications, and experience needed for open positions. Create a recruitment strategy to find both active and passive talent.
• Source candidates by utilizing various methods such as online research, job boards, recruitment platforms, internal applicant tracking system, networking, career fairs and events to actively search for qualified candidates.
• Review and assess resumes to determine suitability for specific roles; Provide qualified resumes to client leaders.
• Research and recommend new sources for active and passive candidate recruiting. Continually develop networks/partnerships to build candidate pipelines.
• Conduct pre-screens to gauge candidates’ qualifications, skills, and motivations. This may include phone or video interviews.
• Ensure candidate care by being a point of contact and resource for candidates throughout the interview process. Effectively pitch the organization as an employer of choice to candidates, ensuring transparency and clarity about the role, department and enterprise.
• Prepare candidates for subsequent interviews highlighting key focus areas and sample questions.
• Work cross functionally with client leaders, HR teams, and other stakeholders to ensure a smooth and efficient recruitment process. Partner closely with and follow up with client leaders to determine recruitment efforts' effectiveness and regularly communicate updates on the process.
• Influence hiring decisions by providing relevant data points and market trends and information.
• Partner with the Compensation team to make salary offers to selected candidates. Ensure proper offer management by confirming candidate salary requirements and ensuring client leaders are clear on the probability of closing the candidate.
• Leverage systems, resources and tools to manage and meet departmental metrics, SLAs, client leader expectations, deadlines and deliverables.
• Manage candidates in the Applicant Tracking System in accordance with departmental guidelines and SLAs.
• Generate recruiting reports to track open, active recruitment efforts. Maintain efficient and appropriate records relating to recruitment activities. Ensure compliance with federal, state, and local employment laws, regulations, and agency policies.
• Stay abreast of industry trends including the latest recruitment strategies and best practices.
• Attend a minimum of 2 careers fairs, open house, MTA sponsored or networking events to promote the organization's brand and values to attract top talent on a quarterly basis.
• Special projects and other duties as assigned.

KNOWLEDGE, SKILLS, AND ABILITIES

• Building candidate pipelines for complex and hard-to-fill positions such as skilled crafts.
• Effectively negotiating salaries with external candidates in a highly competitive market.
• Effectively managing multiple recruitments in an environment where there are limited staffing resources
• Effectively managing the demands of various hiring managers.
• Working within prescribed guidelines, policies and procedures for salary offers to internal and external candidates is quite challenging given the financial condition of the MTA and economic factors in the external environment.
• Has limited level of authority for decision making, which is subject to approval by departmental management. Decision-making authority over their immediate responsibilities is routine or semi-routine with some diversification and occurs within established, detailed practices and instructions and/or with immediately available assistance.
• May perform analysis and research. Reports findings to immediate supervisor. May be involved with quality assurance reviews as directed by immediate supervisor.
• Exercises proper judgment in responding to inquiries while referring more complex issues to the appropriate individuals within the department.
• Supports implementation of policies and procedures for the department’s group. Does not make recommendations for policy and procedural changes without final approval from the Chief.
• Does not provide input into overall strategy for the department.
• Must have hands-on experience with full-cycle recruitment.
• Knowledge of various recruiting techniques with the ability to identify, attract and source passive talent using different niche sites/channels such as LinkedIn, Indeed and other social media.
• Knowledge and understanding of building talent pipelines across multiple candidate sourcing platforms.
• Ability to consult, manage, influence a range of stakeholders while building and maintaining strong partnerships with hiring leaders.
• Must have proven ability to effectively “sell” an organization’s value proposition and benefits package.
• An understanding of staffing principles and employment and state labor laws.
• Excellent written communications skills to write effective job postings.
• Excellent interviewing, networking, interpersonal, and communication and customer service skills.
• Good understanding of HR databases, applicant tracking systems, and customer relationship management systems, management systems; proficiency in Jobvite is a plus.
• Must have excellent time management, multi-tasking, and organizational skills with the ability to prioritize competing demands.
• Experience partnering with agency leaders and business partners to drive the recruitment processes.
• Ability to exercise sound judgment. Strong work ethic and sense of integrity, trustworthiness, and confidentiality.
• Experience using various interview techniques and evaluation methods.
• Ability to create or generate ad-hoc recruitment reports upon request
• May need to work outside of normal work hours (i.e., evenings and weekends)
• Travel may be required to other MTA locations or other external sites.

EDUCATION AND EXPERIENCE:
Required:

• Bachelor’s degree in human resources or a related field or an equivalent combination of education and experience from an accredited college may be considered in lieu of a degree.
• Minimum 3 years related HR experience with a minimum of 1 year recruitment/Talent Acquisition experience.

Preferred:

• Bachelor’s degree in a related field. Attainment of or in the process of attaining specific functional licenses or certifications in area of specialty if applicable.
• Familiarity with the MTA’s policies and procedures.
• Familiarity with the MTA’s collective bargaining procedures.

OTHER INFORMATION:
Pursuant to the New York State Public Officers Law & the MTA Code of Ethics, all employees who hold a policymaking position must file an Annual Statement of Financial Disclosure (FDS) with the NYS Commission on Ethics and Lobbying in Government (the “Commission”).
EQUAL EMPLOYMENT OPPORTUNITY
MTA and its subsidiary and affiliated agencies are Equal Opportunity Employers, including with respect to veteran status and individuals with disabilities.
The MTA encourages qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply.