19864 - Talent Acquisition Supv

Description
To provide talent acquisition process management and oversight of recruitment, hiring, and onboarding with a goal to improve alignment with “Think 50” initiative, improve quality of hire and provide a better candidate experience.

How you will contribute:

Change Agent: Provide short- and long-term recommendations, dynamic programs, interventions, and solutions to executive leaders and customers that will enable the organization to better meet business and workforce needs. Understand and effectively plan and utilize change management initiatives and methodologies. Ensure integration of programs and compliance, policies, regulations, and program requirements. Model behaviors of a continuous learner and educator of leaders and customers. Research and recommend best practices in TA program delivery. Embrace technology and automation tool solutions to better manage information and workflow.

Data Management: Ensure transactions related to HR activities are submitted through MyCareerConnect and required approvals through the management chain are secured within required schedule deadlines.

Recruiting Operations: Open postings and place advertisements across relevant channels to generate diverse applicant pools. Work directly with Hiring Managers and HRCs to apply professional and legal standards effectively and efficiently to the selection process. Screen applications and determine applicability of phone screens and other assessments which assist in ensuring the most highly competitive candidates are identified for interviews. Prepare interview questions that are relevant and within established guidelines and laws, and properly assess needed competencies. Organize and schedule interviews, communicate with interviewees, conduct debriefs, and ensure interview summaries are completed timely. May participate in interview panels. Work with Hiring Manager to finalize and document hiring recommendation. Advocate for diversity in hiring decisions and escalate issues when needed. Conduct pre-employment references and verifications on finalist candidates. In conjunction with HR Consultant and HR Manager after appropriate approvals, extend contingent verbal and written job offers. Ensure appropriate documentation has been filed around dispositioning of candidates at each step of the recruitment process and closing of postings within applicant tracking system timely.

Reporting and Staff Responsibilities: Develop periodic reports reflecting summary of sourcing and talent pool management activities, vacancy tracking (including those not in recruitment), recruitment status reporting and results, time-to-fill metrics against Think 50! goals, and related ATS activities. Attend statewide meetings to stay abreast of current issues and share information with other HR staff. May work on special projects related to talent acquisition process improvements.

Talent Acquisition Planning: Receive intake for position recruitment from HR Consultant following confirmation of position utilization and final position profile establishment. Ensure understanding of accurate and required competencies and skills to attract applicants. Ensure accurate understanding of work environment (to include but not limited to physical requirements, hours of work, telework eligibility, sponsorship opportunities, etc.). Develop comprehensive recruitment plan in consultation with Hiring Manager, which includes key dates for process steps, roles and responsibilities and desired outcomes, being attentive to Think 50! goals. Develop job postings aligned with Hiring Brand standards, DHRM Hiring policy and standards and thorough review of established Position Profile, in consultation with Hiring Managers. This may include identification of screening questions candidates must complete during the application process.

Talent Pool Management: Build and maintain a pool of applicants and skill sets for current and future needs. Establish nurturing campaigns to keep previous candidates informed, interested, and feeling encouraged to apply again for future opportunities. Utilize talent pool to generate applications and enhance synergy between districts through shared projects, searches, profiles, and applicant notes. Manage relationships with candidates, assisting them with navigating through the application and recruitment process, from engagement to new hire.

Talent Sourcing: Generate applicant flow by developing and executing creative, proactive, and advanced sourcing strategies that lead to identifying and engaging necessary talent to meet business goals and maintain qualified candidate pipelines for all workforce needs (classified, wage, and pipeline). Identify passive candidates and generate interest in VDOT. Promote diversity and inclusion in all sourcing initiatives, ensuring outreach to those in protected categories and veterans. Effectively communicate with prospects, candidates, and applicants to share position details and requirements to generate increased interest in VDOT employment opportunities. Participate in career fairs, and recruitment events to ensure positions are filled efficiently and promote VDOT. Maximize use of recruitment sources and coordinating recruitments across districts for like positions when feasible.

What will make you successful:

Ability to analyze data and reach conclusions which are logical and legally supportable, and counsel managers and employees in the resolution of HR issues pertaining to recruiting and retention.

Ability to balance multiple priorities, lead meetings, make effective business decisions and meet project-based deadlines.

Ability to collect, assemble, process and file information using manual and automated systems.

Ability to consult with management teams to implement organizational change and identify strategic issues and organizational needs.

Ability to demonstrate proficiency using Microsoft Office applications and various and human resource information systems (HRIS) and applicant tracking software (ATS).

Ability to develop and implement diversity recruitment plans. Ability to use sourcing tools and techniques to source qualified, interested and available applicants.

Ability to maintain confidentiality at all times.

Ability to recommend strategies to improve customer services, program efficiency and effectiveness and function as a team member with other HR staff.

Ability to support hiring managers and Human Resources Consultants with recruiting, hiring and on-boarding activities.

Ability to travel to attend meetings and events.

Ability to understand, embrace and communicate VDOT’s employer brand and foster a positive image of the organization.

Ability to work independently, organize assignments and prioritize workload in a fast-paced environment.

Knowledge of human resources management principles and practices including recruitment and selection and onboarding. Knowledge of Federal and State regulations related to human resources functions.

Knowledge of job analysis and job evaluation techniques and talent sourcing, recruiting, screening and interviewing techniques.

Skill in building, nurturing and managing relationships with job candidates and internal applicants.

Skill in effectively communicating verbally and in writing, with hiring managers, prospects, applicants, employees, colleagues and external partners.

Skill in providing good customer service.

Minimum Qualifications:

Ability to analyze data and reach conclusions which are logical and legally supportable, and counsel managers and employees in the resolution of HR issues pertaining to recruiting and selection.

Ability to effectively communicate verbally and in writing, with hiring managers, prospects, applicants, employees, colleagues and external partners.

Ability to recommend, implement plans to improve customer services, program efficiency, effectiveness, and function as a team member with other HR staff.

Ability to work in a fast paced and innovative environment

Knowledge of federal and state regulations related to human resources functions.

Knowledge of human resources management principles, practices including sourcing, recruitment, selection and onboarding.

Skill in supervising staff providing HR services.

Skill in writing effective documentation and analysis for Talent Acquisition program area.

Strong skills in use of computers using MS software, web-based applications and automated HRIS systems.

Working knowledge of human resources functional areas and business practices.

Additional Considerations:

A combination of training, experience, or education in Human Resources, Organizational Development, Business Administration or related field desired.

Experience in a variety of HR program areas and project management.

Proficient in utilizing a variety of recruiting technologies, tools and job boards to source both active and passive job seekers.

SHRM-CP, SHRM-SCP or PHR, SPHR certification

Click below to learn more about the Competency Model associated with this Position:
Competency Model

Physical Requirements
Physical Requirements

VDOT employees must abide by VDOTs Code of Ethics and the Commonwealths Standards of Conduct.
VDOT Code of Ethics
Standards of Conduct

Qualifications

Physical Requirements
Physical Requirements