Talent Acquisition Specialist - Middletown, NY

• Integrity: We are honest and trustworthy in all of our dealings with our members, employees, and the community.
• Excellence: We strive to provide our members with the best possible service.
• Teamwork: We believe that we can achieve more together than we can alone.
• Respect: We treat each other with dignity and respect.
• Community: We are committed to giving back to the communities we serve.

 The Talent Acquisition Specialist serves as a strategic recruiting partner for the Credit Union,  responsible for attracting, engaging, and hiring diverse, high-quality talent who support the  organization’s mission, vision, values, and member experience. This role leads the full-cycle  recruitment efforts while providing operational support to the HR team, ensuring efficient  processes, regulatory compliance, and a positive candidate and employee experience. Through  proactive sourcing, strong partnerships, and effective communication, the Talent Acquisition  Specialist helps build a workforce that enables organizational growth, service excellence, and  community impact. 

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

Talent Acquisition & Workforce Support

1. Partner with hiring managers, HR leadership, and department heads to assess staffing needs,  define recruitment priorities, and develop effective sourcing and hiring strategies that align with  the organization’s goals. 
2. Manage the full-cycle recruitment process, including job requisition creation, sourcing,  screening, interview coordination, candidate evaluation, offer preparation, and hiring  documentation. 
3. Collaborate with HR to create and maintain accurate, compliant, and market-aligned job  descriptions. 
4. Create engaging job postings and to external candidate platforms (LinkedIn, Indeed, etc.) and  other recruitment channels. 
5. Support compensation alignment by collaborating with HR and Benefits & Compensation  Specialist to review market data and recommend appropriate pay ranges by role, ensuring  compliance with internal compensation structures. 
6. Drive recruitment efforts and build internal and external talent pipelines through various  platforms and relationships with recruitment agencies, colleges, universities, and community  partners. 
7. Attend job fairs, career expos, and networking events, promoting the organization’s employer  brand and recruiting talent. Manage event logistics including travel, materials, and registration. 
8. Conduct initial candidate screenings, coordinate interviews, and gather feedback to ensure a  positive and seamless candidate experience from initial contact to offer acceptance. 
9. Collaborate with hiring managers and candidates to ensure smooth communication and support  throughout the recruitment process. Serve as a point of contact for any inquiries related to the  recruitment cycle. 
10. Oversee the internal application and promotional process, working with managers to assess  internal applicants and ensure compliance with internal promotion policies. 
11. Support the design and management of summer internship program 

Applicant Tracking System (ATS) Management & Recruitment Metrics 

1.  Manage recruitment activities in the ATS (Paylocity), ensuring the system is organized, up-to date, and maintains a well-maintained, accessible candidate pipeline for current and future  hiring needs. 
2. Regularly audit ATS data, including job postings, candidate details, and recruitment metrics, to  ensure accuracy. 
3. Lead improvements to ATS automations, workflows, and features to enhance recruitment  processes and improve efficiency. 
4. Monitor key recruitment metrics (e.g., time to hire, quality of hire, offer acceptance rate) and  analyze trends to optimize sourcing strategies and recruitment outcomes. 
5. Proactively refine sourcing channels and adjust strategies based on performance and data driven insights to improve candidate quality and volume 

Onboarding & Administrative Support

1. Collaborate with HR to initiate the onboarding process for new hires, including background  screenings, HRIS onboarding, and new hire eRequests post-offer acceptance. 
2. Assist in the development, coordination, and distribution of internal and external  communications related to recruiting initiatives. 
3. Act as a liaison between HR and employees, providing timely responses to inquiries and  supporting a positive employee experience. 
4. Participate in HR initiatives related to performance management, employee engagement, and  retention. 
5. Provide backup support for other HR functions, including the Benefits & Compensation  Specialist and HR Coordinator, as needed 

Compliance & Risk Management 

1. Ensure all recruiting and hiring practices comply with federal, state, and local employment laws,  Credit Union policies, and regulatory requirements.
2. Support training and preparation for hiring managers on interview best practices and  compliance with equal employment opportunity (EEO) guidelines. 

What's in it for you?

Salary: $62,300 - $75,000 per year (depending on experience)

Benefits:

• Bonus and Merit Increases
• Paid Time Off & Paid Federal Holidays
• Medical, Dental, Vision & Life Insurance
• Employee Assistance Program
• Flexible Spending Accounts/HSA
• 401(k) with Employer Match
• Educational Assistance
• Paid Time to Volunteer

QUALIFICATIONS

Education/Certification:

• Bachelor’s degree in Human Resources, Business Administration, Communications, or a related field preferred. Associate's Degree or equivalent combination of education and experience will also be considered.
• 3–5 years of experience in talent acquisition, recruiting, or human resources with a focus on full-cycle recruiting. 
• SHRM-CP or PHR is highly desirable.

Skills & Competencies:

•  Experience supporting full cycle recruiting processes, including sourcing, screening, interview coordination and offer support. 
• Familiarity with talent sourcing platforms (LinkedIn, Indeed, etc.) and Applicant Tracking Systems (ATS), preferably Paylocity. 
• Experience working in a regulated or service-driven environment  (e.g.,  financial services, healthcare, education, non-profit) that includes  both  front-line and back-office roles preferred. 
• Understanding of human resource reporting and recordkeeping  requirements. 
• Ability to build effective, trust-based relationships with hiring managers,  HR partners, candidates, and community stakeholders. 
• Strong service orientation with the ability to deliver a positive, respectful,  and consistent candidate and employee experience aligned with Credit  Union values. 
• Ability to evaluate candidate qualifications, cultural alignment, and potential while supporting equitable and inclusive hiring practices. 
• Strong organizational and time-management skills with the ability to  manage multiple requisitions, deadlines, and priorities simultaneously. 
• High attention to detail and accuracy in documentation, recordkeeping, and data management within HR systems and applicant  tracking platforms.
• Working knowledge of employment laws and HR compliance  requirements; ability to follow policies and regulatory standards in a  financial institution environment. 
• Ability to quickly learn and apply Bank Secrecy Act (BSA) requirements as  they relate to the role. 
• Excellent verbal and written communication skills, with the ability to  communicate clearly, professionally, and confidentially at all levels of the  organization. 
• Ability to exercise sound judgment, discretion, and professionalism when  handling sensitive or confidential information. 
• Proficiency in HRIS, applicant tracking systems (preferably Paylocity), and  Microsoft software (e.g., Word, Excel, PowerPoint). 
• Ability to represent the Credit Union professionally at job fairs, career  events, and community outreach activities. 
• Collaborative, adaptable, and proactive approach with the ability to  support HR initiatives and continuous process improvement.