Manager, Human Resources - Talent Acquisition

Job Title: MANAGER, HUMAN RESOURCES – TALENT ACQUISITION, ONBOARDING, INTERNSHIPS & CONSULTANTS

Reports To: Chief Human Resources Officer

Program: Administration

Location: Greater Mental Health of New York | Tarrytown, NY

Hours Per Week: 35 hours (Full time, 5 days per week)

FLSA Classification: Exempt

Annual Salary Range: $70K to $75K

We are Greater Mental Health of New York, the leading non-profit agency in New York State dedicated exclusively to promoting the mental and emotional well-being of individuals throughout Westchester, Rockland counties and beyond.

Our wide array of mental health and substance use treatment services support people of all ages as they navigate their unique journeys, with the goal of providing the care that is right for each individual and their goals. Through our robust direct care services, as well as our advocacy efforts and community education opportunities, Greater Mental Health is able to meet the needs of thousands of individuals and families each year, helping them live independent lives in the community.

We are seeking a dynamic and talented human resources professional with proven and highly successful talent acquisition experience in mission-driven organizations.

The Manager, Human Resources – Talent Acquisition, Onboarding, Internships and Consultants, performs full-cycle talent acquisition strategies including sourcing, interviewing,

negotiating, and extending offers for FT, PT, professional, hourly, internships and consulting roles across our organizational structure.

The position engages Human Resources and Talent Acquisition experience, data, and relevant organizational resources to ensure a positive applicant experience and enhanced engagement.

The Manager, Human Resources – Talent Acquisition, Onboarding, Internships and Consultants is responsible for the hiring and onboarding of talent.

In this role you’ll be the primary point of contact and provide critical support to candidates, hiring managers, and internal HR and business stakeholders to provide a world-class onboarding experience for newly hired employees. You’ll be responsible for ensuring timely execution and completion of a seamless workflow for each new employee.

The Manager, Human Resources – Talent Acquisition, Onboarding, Internships and Consultants is a member of the Human Resources Team and is responsible for implementing talent acquisition strategies. This would include planning, managing, and executing an effective recruitment and selection process that will source diverse and talented applicants in an efficient and timely manner.

Your responsibilities will include:

Recruitment 

Developing and implementing recruitment strategies, sourcing candidates, and conducting interviews

Onboarding

Ensuring a smooth onboarding process for new hires

Organizational Brand

Contributing to the development of our brand to attract top talent.

Compliance 

Ensuring compliance with employment laws, regulations, and company policies.

Metrics 

Tracking and evaluating the effectiveness of recruitment strategies using data and metrics.

Communication 

Building and maintaining relationships with internal stakeholders, external partners, and talent.

The position requires people strong management skills, proficient technical acumen, organizational and research skills. Experience must include effective communications and customer interfacing skills. Must be able to multi-task efficiently with a creative mindset and adaptability to provide sourcing solutions in rapid response time frames.

• Build sourcing strategies and strong pipelines to connect with potential candidates.
• Utilize social media channels for continuous high direct talent sourcing.
• Manage the end to end on-boarding process ensuring a great experience for new employees and a smooth start into their roles.
• Welcome newly hired employees and executing the engagement plan throughout the on-boarding process.
• Aligning new employees with managers and their team and communicating involvement procedures to all stakeholders.
• Serving as the primary point of contact for hiring managers and newly hired employees.
• Providing reporting and project updates to team lead and/or management tier.
• Acting as a subject matter expert and making recommendations on how to improve process efficiency.
• Ensuring compliance with all processes and maintaining a high level of confidentiality at all times.
• Identifying innovative and creative new ways to onboard new employees/reach a more scalable and measurable onboarding experience.
• Develop recruitment strategies by attending/hosting job fairs, and community networking to enhance the candidate pipeline.
• Analyze candidates’ pipeline and sourcing strategies to speed up recruitment.
• Supports the entire employee lifecycle, from recruitment to offboarding
• Challenging status quo and proactively identifying process improvements.
• And any other duties needed to help drive our vision, fulfill our mission, and abide by our organization’s values.

Key Competencies: 

Collaboration: Strong collaborative skills to work with various stakeholders to align on hiring plans and

address talent needs.

Analytical Skills: Proficiency in data analysis to assess recruitment metrics, industry trends, and talent acquisition strategies, enabling informed decision-making and continuous improvement.

Communication: Excellent communication skills to ensure clear and consistent communication with leaders, team members, and external stakeholders, fostering engagement and alignment.

Problem-Solving: Strong problem-solving skills to identify and address challenges in the talent acquisition process, as well as in talent development and retention efforts.

Adaptability and Flexibility: Ability to adapt to changing priorities, organizational needs, and environmental (NGO’s, behavioral health) dynamics, ensuring agility in responding to evolving talent requirements.

Strategic Thinking: Capacity to contribute to talent development strategies and succession planning practices, driving career growth and fostering a collaborative and inclusive culture.

Community Engagement: Willingness to engage with the community to enhance the organization's brand and attract top talent.

Key Performance Indicators (KPIs): 

• Hiring source efficiency.
• Time to hire.
• Qualified candidates per vacancy.
• Interviews per hire.
• Candidate experience satisfaction.
• Time to fill.
• Cost per hire.
• First year turnover rate.
• Rejection rate.
• Effectiveness of onboarding coordination and positive feedback from participants. 

Requirements:

• Bachelor's degree required, preferably in Human Resources or business-related field.
• Minimum of 7 years of Human Resources experience managing the talent acquisition function.
• Strong background in HR operations/delivery.
• Bilingual: English and Spanish, Creole and/or American Sign Language strongly preferred.
• Professional experience within a behavioral health environment strongly preferred.
• Must be and maintain clearance by applicable regulatory clearances as required:

1. Must be cleared NYS Justice Center through fingerprinting for a Criminal History Records search.
2. Must be and maintain clearance by the DCJS New York State Sex Offender Registry.
3. Must be cleared by the Justice Center for the Protection of People with Special Needs Staff Exclusion List (SEL) and the New York State Medicaid Exclusion List.
4. Must be cleared by the NYS Office of Children and Family Services (OCFS) for instances of child abuse and/or neglect.

• Must have the ability to both design strategy and gain senior stakeholder alignment for the strategy, as well as execute core components of the strategy.
• Must possess a sense of urgency, take initiative, be a self-starter, be comfortable working independently, and be curious.
• Must be an excellent communicator, including written communication, and—among other areas — be able to clearly and succinctly recap complex matters (like internal investigations) in summary memos or reports.
• Strong leadership, facilitation, project management, and problem-solving skills.
• Ability to work cross-functionally with all levels of employees and management.
• Willingness to take a position, to show personal initiative, and to persevere in the face of significant challenges and obstacles.
• Must have the ability to set priorities and make tradeoff decisions in a dynamic environment.
• Proficiency in Microsoft Office Suite and ADP Workforce Now
• 
  
• Special Considerations:
• Work schedule:

1. 100% onsite on first 90-days of employment.
2. Eligible for hybrid work schedule after successful 90-days evaluation: four days onsite and one set day remote.

• Hours per week, reporting structure, and location are subject to change per organizational needs.
• Projected start date: Monday, April 14, 2025.