Roles and Responsibilities:
Provide full-life cycle recruiting for salaried and/or hourly positions, to include: sourcing, screening, qualifying, interviewing and managing candidate relationships while advising hiring managers through the assessment and selection process. A successful candidate must be able to effectively manage competing priorities, remain highly flexible in an ever-changing environment while consistently anticipating and delivering exceptional talent acquisition solutions to our clients.
Strategic Talent Acquisition:
- Demonstrated ability to apply a business mindset to the talent acquisition function
- Makes connections between all talent management phases (acquisition, development, retention, culture)
- Leverages data and market intelligence to develop and execute staffing strategies
- Successfully blends diversity, regulatory requirements and business strategy throughout the process
Consultation:
- Develop a high level understanding of our business, processes, market conditions, technology and cultural, and any associated challenges
- Demonstrates uncompromising ethical standards, integrity and respect for people
- Influences hiring managers, executives, candidates and peers by developing trusted relationships
- Advises hiring managers on effective interviewing techniques and candidate selection
- Effectively leverages adjacent HR partners when advising the business (i.e. HR partners, Compensation, HRRC, Employee Relations, Labor Relations, etc.)
- Routinely leverages metrics to advise managers, improve processes and/ or self-assess performance
- Operates with a high sense of urgency (action-oriented)
- Constructively manages clients and/or conducts crucial conversations with hiring managers as needed
- Proactively collaborates as necessary to ensure a smooth end-to-end process.
Process Management:
- Proactively serves as a change agent (first to adopt and promote new ways of delivering value)
- Consistently promotes and adheres to talent acquisition, compliance, and diversity processes
- Routinely identifies innovative solutions to program, policy and process challenges
- Self-governs / manages via use of staffing data (always ensures integrity of system data)
- Develops candidate pipelines to meet business objectives
Recruiting Process - Sourcing, Assessment, and Selection:
- Ability to directly source candidates via a variety of contemporary recruiting channels (internet searches, recruiting tools, cold calling, etc.)
- Ability to implement, execute, and manage programs and specific recruiting initiatives (i.e. College, Military, Production, etc.
- Accurately assesses candidates (via in-person, video, phone) for skill, competency and culture
- Quickly synthesizes candidate and hiring manager feedback
- Routinely pre-closes candidates (early in the process) to ensure high acceptance rates
|