Consults with Program/Department Directors on position vacancies, recommends strategies to be used in the hiring progress, and provides support in the staffing of their budgeted positions.
Identifies and recommends the best methods to find and attract talent based on the position requirements and location of the opening.
Maintains Qualified Applicant Pool
With the assistance of Marketing, develops recruitment materials for the organization.
Reviews proposed new job descriptions. Logs approved job descriptions on company portal.
Partners with program leadership to pre-screen applicants through phone interviews and/ or other methods, if necessary.
Partners with Training to develop interview questions which align with Servant Leadership ideals.
When requested, schedules and assists with the interview process and conducts face-to-face interviews with viable candidates.
Responsible for maintenance of applicant tracking and onboarding systems within the HR Information System.
Utilizes data and reports to track metrics related to recruitment, time to fill vacancies, costs per hire, etc.
Partners with Training to provides program leaders with recruitment and interviewing training, as necessary.
Works to advance applicant and staff diversity, equity and inclusion goals.
Builds and maintains positive community relationships
Conducts presentations at various organizations and/or schools/ colleges/ universities.
Maintains positive university relations with regional schools, and proactively works with them to help identify current and/or future talent.
Represents the organization at internal and external career fairs and events.
Long-Term Recruitment Strategies and Workforce Pipeline Programs
In furtherance of the organization’s strategic goals, partners with programs and external groups and organizations to develop relationships or initiatives which focus on and may generate future candidates for hire.
Employee Welcoming/ Onboarding
Partners with Programs to ensure that new hires are welcomed into the organization and all of their immediate needs and questions are addressed.
Ensures all new hires complete the necessary pre-employment paperwork and meet with required background requirements.
Partners with Programs to provide support for the employee during the beginning of their employment.
Employee Development, Succession, and Retention
Partners with Training and program leadership, to identify career development goals whether in their current position or a future position, and avenues in which to advance these goals. Suggests performance development and leadership development paths to employees.
Uses data to identify programs with retention issues, and partners with program leadership to suggest ways to improve employee retention. Further uses data to determine those programs who can be used as positive examples and works to duplicate their efforts across the organization.
Partners with Training to provide support regarding employee succession planning.
Experience
Required
3 year(s): Experience recruiting staff, including both exempt and non-exempt positions
Education
Required
Bachelors or better in Human Resource Administration or related field
Preferred
Masters or better in Human Resource Administration or related field
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)
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