Talent Acquisition General Summary:
Responsible for attracting, sourcing, and hiring qualified candidates to fill job openings. This role involves a variety of tasks in managing the full recruitment lifecycle, including developing recruitment strategies, screening resumes, conducting interviews, and managing the onboarding process. They works closely with hiring managers to understand their needs and ensure a successful placement. On-site position State College PA USA
Essential Duties and Responsibilities Talent Acquisition:
External Recruitment
- Work with hiring managers to establish justification for replacing the job or adding a new position.
- Review job description and specifications (including compensation range and incentives), draft and finalize job posting.
- Generate appropriate requisition actions in HRIS.
Internal Job Postings:
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- Discuss appropriateness of posting internally and incorporate into newsletter with hiring manager and directions on how to apply.
- Coordinate internal application and selection process.
- Manage all internal applicants to conclude and guide hiring managers to provide feedback in all situations.
- Conclude all offer specifications with hiring manager, negotiate start date with incumbent manager, make internal offer through to acceptance, create offer letter and secure acceptance.
- Conduct any other necessary activities (drug test if moving to safety-sensitive position, PAF form, validate credentials if new role requires, etc.).
- External Job Postings:
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- Post to external job boards, provide hiring manager(s) resume responses, pre-screen acceptable resumes per hiring manager review, provide notes to hiring manager, coordinate hiring manager interviews per hiring manager review of notes, maintain active contact of candidates of interest to keep them interested.
- Initiate appropriate assessments for finalist candidates, debrief hiring managers on assessment results, coordinate all meetings to conclusion, confer with hiring managers on job offer specifications, make verbal job offer, negotiate parameters to successful conclusion, create offer letters and get candidate signature.
- Coordinate background screening and drug testing, assist hiring manager with new hire/first day form and give guidance regarding onboarding.
- Conduct any internal activities leading up to onboarding (PAF, HRIS pre-employment).
- Conduct hour-one onboarding for new-hire paperwork (I9, W4, Benefits, etc)
- Ensure active engagement with 7-30-60-90-180-day new hire follow up.
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- General Summary – HRIS Specialist:
Performs analysis, tests implementation, and administrates Human Resources Information Systems (HRIS) modules including human resources, compensation, payroll, benefits, and other related software. Keeps integrity and accuracy of database, fixing data when necessary. Investigates and diagnoses root cause analysis, such as user error or application problems, for data issues. Maintains HRIS including upgrades, integration, configuration, reports, data flows, security, support, training, modules and interfaces. Meets with users to develop, maintain, produce, distribute and update standard and custom reports and queries. Revises existing programs to increase operating efficiency or adapt to new requirements. Ensures HRIS is secured, and personnel information is confidential and secure. Compiles documentation of HRIS procedures and programs and updates as necessary.
Essential Duties and Responsibilities – HRIS Specialist:
- Setup, enhancements and maintenance of all components and features of the Human Capital Management (HCM) solution including, but not limited to:
- All workflows for the multiple organizational processes and transactions
- Pre-Boarding/Onboarding setup, communications, trainings, collecting documentation
- Labor Allocation setup and tables – including associated reports and outputs
- Entry, maintenance and reporting on Temporary worker with outputs to agencies
- Performance Evaluation Program – communications, form templates, completion
- Manage and maintain disciplinary documentation and automated attendance points program
- Establish internal-customer-facing Human Capital Dashboards and People Analytics tools and train leaders and managers on their purpose and benefit
- Document management and employee module maintenance (self-service, time off calendars, benefits enrollments, etc.)
- Training courses and development plan compliance
- Company setup – divisions, departments, positions, codes, etc.
- Convert and maintain digital personnel files (eliminate paper files)
- Oversee and support supervisors at assigned facilities to complete timecards and process time off requests by established due dates (HR does not approve time off requests or timecards with the rare exception related to Leaves of Absence, Separations, etc.).
- Upon supervisor authorization verbal or email, generates PAF form and other online forms to ensure accuracy and timeliness
- act the changes in status, compensation, shift or other relevant transactions which are then routed to the employee’s supervisor and one level up for actual approvals.
- Generate PAFs for other appropriate, administrative activities such as disciplinary action, leaves of absence, etc. which are then routed to the employee’s supervisor and one level up for actual approvals.
- In conjunction with payroll provider, responsible for system configuration, updates, maintenance and programming of system features and company parameters and programs (ie, vacation rules, part-time benefit accruals, carryover rules, benefit plans, performance management, timekeeping, compensation, etc.).
- Create and run reports for various purposes such as regulatory filings, vendor requests, internal customers, departmental needs.
- Extract insights on organizational and departmental programs, as well as on people metrics in the aggregate and on an individual basis to understand their performance (retrospectively and prospectively).
- Performs other tasks/projects as assigned.
Supervisory Responsibilities
- None
- While this position does not have any direct reports, it often operates in an expert and directive capacity in matters related to regulatory compliance and policies under their authority.