Talent Acquisition Manager

Position Summary
The Talent Acquisition Manager (Individual Contributor) is responsible for managing the full recruiting life cycle to attract, hire, and retain top talent for the organization. Unlike a traditional manager role, this position focuses on direct involvement in all facets of talent acquisition without managing a team. The Talent Acquisition Manager is expected to develop and implement recruiting strategies, partner with hiring managers and colleagues, and ensure a seamless candidate experience from sourcing to onboarding.

Key Responsibilities

1. Talent Acquisition Strategy
   • Develop and implement innovative talent acquisition strategies to attract a diverse pool of qualified candidates.
   • Collaborate with hiring managers to identify staffing needs, define job requirements, and create effective job descriptions.
   • Utilize various sourcing methods, including job boards, social media, networking, and employee referrals, to build a robust talent pipeline.
   • Stay informed about market trends, industry standards, and best practices to continually improve the recruitment process.??
   • Ensure strategy aligns with the organization?s commitment to DEI&B initiatives.
2. Full-Cycle Recruitment
   • Manage the full-cycle recruitment process, including sourcing, screening, interviewing, and extending offers to candidates.
   • Proactively source and engage passive candidates through networking, social media, and professional associations.
   • Conduct initial phone or video interviews to assess candidates’ skills, experience, and cultural fit with the organization.
   • Coordinate and facilitate interviews with hiring managers, ensuring a smooth and efficient process for both candidates and interviewers.
3. Candidate Experience
   • Ensure a positive candidate experience by maintaining clear and timely communication with candidates and hiring managers throughout the recruitment process.
   • Provide candidates with detailed information about the company, role, and culture to help them make informed decisions.
   • Manage the offer process, including extending offers, negotiating terms, and handling candidate objections professionally.
   • Guide candidates through the onboarding process and escalate concerns to ensure a seamless transition into the organization.
   • Participates in employee onboarding and facilitates new employee orientation.
4. Employer Branding
   • Promote the organization?s employer brand through various channels, including social media, job boards, and company events.
   • Develop and execute employer branding initiatives to showcase the company’s culture, values, and career opportunities.
   • Represent the company at job fairs, career events, and networking opportunities to enhance the company?s visibility in the job market.
   • Create and maintain engaging job postings and content that resonate with potential candidates.
5. Collaboration and Partnership
   • Partner with hiring managers and department heads to understand their staffing needs and provide strategic recruitment support.
   • Offer guidance and best practices to hiring managers on candidate selection, interviewing techniques, and recruitment processes.
   • Build strong relationships with external partners, such as recruiting agencies and educational institutions, to expand the talent pipeline.
   • Act as a consultant to internal stakeholders, providing market insights and recruitment metrics to inform hiring decisions.
6. Data Analysis and Reporting
   • Track and analyze key recruitment metrics, such as time-to-fill, cost-per-hire, and source of hire, to assess the effectiveness of recruiting strategies.
   • Prepare and present regular reports on recruitment activities, hiring status, and recruitment performance to P&C leadership and hiring managers.
   • Use data-driven insights to identify areas for improvement and optimize the recruitment process.
   • Create, analyze, and interpret recruitment reports to provide data-driven recommendations that align with company goals and improve talent acquisition strategy and processes.
7. Compliance and Best Practices
   • Ensure compliance with all federal, state, and local employment laws and regulations, including Equal Employment Opportunity (EEO) and anti-discrimination laws.
   • Implement and maintain recruitment policies and procedures that support organization?s diversity, equity, and inclusion (DEI) initiatives and values.
   • Stay up-to-date on industry trends, talent acquisition best practices, and emerging tools and technologies in recruitment.
8. Technology and Systems Management
   • Manage and optimize the use of the UKG Applicant Tracking System (ATS) and other recruitment tools to streamline the recruitment process.
   • Ensure accurate and up-to-date candidate information is maintained within the UKG and HR databases.
   • Evaluate and leverage new recruiting technologies and tools to enhance sourcing, candidate engagement, and process efficiency.

Qualifications

• Experience:
  • Minimum of 7+ years of experience in talent acquisition or recruitment, with a proven track record of managing full-cycle recruitment.
  • Experience in sourcing and recruiting for a wide range of roles across various departments.
  • Familiarity with Applicant Tracking Systems (ATS) and HR databases. Preferably with UKG.

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• Skills and Competencies:
  • Sourcing Expertise:?Strong sourcing skills with the ability to attract and engage passive candidates using various channels.
  • Interviewing Skills:?Proficient in conducting behavioral and competency-based interviews to assess candidates’ qualifications.
  • Communication:?Excellent verbal and written communication skills, with the ability to build rapport with candidates and internal stakeholders.
  • Organizational Skills:?Highly organized with the ability to manage multiple open positions and priorities simultaneously.
  • Analytical Thinking:?Ability to analyze recruitment metrics and make data-driven decisions to improve the hiring process.
  • Problem-Solving:?Strong problem-solving skills with the ability to navigate recruitment challenges and provide solutions.
  • DEI Focus:?Commitment to promoting diversity, equity, and inclusion in the recruitment process.

Key Competencies

• Relationship Building:?Ability to build and maintain strong relationships with candidates, hiring managers, and external partners.
• Adaptability:?Flexibility to adapt to changing business needs and priorities in a dynamic environment.
• Attention to Detail:?Strong attention to detail to ensure accuracy and consistency in the recruitment process.
• Proactive Mindset:?Self-motivated and proactive in identifying opportunities to enhance the talent acquisition function.
• Strategic Thinking:?Ability to think strategically and provide insights that support the organization’s growth and talent needs.

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