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The Talent Acquisition Specialist is responsible for a portfolio of entry level job opportunities. This position also provides pre-employment and hiring administrative support, as well as coordinates the new hire orientation process.
RESPONSIBILITY LEVEL:
Implements strategies to achieve the goals for the organization and Human Resources Talent Acquisition function. Sustains policies, procedures and programs. Typically works on projects and tasks that span 3 – 12 months.
PRINCIPAL DUTIES:
1. Project and Change Management: Effectively plans and manages own work to reliably complete routine job responsibilities and special assignments. Periodically serves as a team member or subject matter expert on formal or department projects. Effectively engages in change affecting her/him, communicating appropriately with supervisor. Follows through on learning, skill building, and practice necessary to adapt to change.
2. Problem Solving: General supervision, regular review of work by manager or senior coworker. May be paired with senior team member for development purposes. Uses skills to solve problems of routine complexity; able to identify root cause, interpret data, and resolve issues.
3. Technical Skills: Fundamental knowledge of professional principles and skills. Works in compliance with established procedures.
4. Community Engagement: Serves as an ambassador for Goodwill in the wider community. Participates in volunteer opportunities as schedules and interest permit.
5. Responsible for a portfolio of entry-level job opportunities. This includes job postings, communication with hiring managers, and full cycle requisition management.
6. Provides pre-employment administrative support by initiating drug and background checks, checking background/drug status, collecting BID forms for caregiver checks, conducting candidate follow-up, and hiring candidates within the applicant tracking system (ATS).
7. Provides hiring administrative support by managing offer letter creation and distribution, managing transfer data sheets, and making updates to hiring process documents and training materials.
8. Coordinates and conducts the new hire orientation process. Responsible for timely outreach to new hires to get them signed up for orientation. Provides support for virtual orientation.
9. Leads new hire orientation (NEO) continuous improvement efforts. Partners with other HR areas (HRBP, L&D, Benefits) to ensure the process is successfully welcoming new hires and providing the information needed to be successful at Goodwill.
10. Partner with Manager Talent Acquisition to create annual calendar of job fairs for Goodwill to attend. Responsible for Goodwill presence at career fairs, including registration, communication with job fair host, printing materials and attending job fairs to promote Goodwill jobs.
11. Support and participate in building and developing community partnerships with colleges, workforce development organizations, and other organizations to drive diverse applicant pools and drive Affirmative Action goals achievements.
12. Responsible for completing other duties/responsibilities as assigned.
REQUIREMENTS:
1. Two years of college education or experience equivalency, and a minimum of 1 year experience.
CORE CULTURAL COMPETENCIES:
1. Customer Focus: Independently anticipate and meet customer needs, while searching for ways to improve customer service. Internalize customer feedback, and follow up with customer to ensure problems are solved by providing innovative ideas to meet their future needs.
2. Values Differences: Seeks out the diverse perspectives and talents of others, striving to work effectively with others who have different perspectives, backgrounds or styles. Behave with sensitivity towards differences in cultural norms, expectations, and ways of communicating. Challenge stereotyping or offensive comments.
3. Communicates Effectively: Shares information and updates with others, while ensuring a clear, concise and professional communication through reports, documentation, written and other communications. Listens with interest to what others have to say.
4. Situational Adaptability: Demonstrates flexibility of responses to different situations through adapting to the changing needs, conditions, priorities or opportunities. Monitors how well an approach is working to see if a change is needed, recognizing cues that suggest a change in approach or behavior is needed.
5. Drives Results: Demonstrates a strong drive to achieve meaningful results, through driving tasks to successful completion and closure. Sets high standards for own performance, showing determination in the face of obstacles and setbacks.
6. Ensures Accountability: Takes responsibility and ownership for successes and failures in own work. Monitors progress of performance and changes approach accordingly, following through on commitments.
PHYSICAL/SENSORY DEMANDS:
Remain stationary for extended periods of time, repetitive use of hands, vision required for work with written and electronic documents, travel to various worksites. Moves about to accomplish tasks.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)