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The Senior Manager, Talent Acquisition and Development reports to the Vice-President, Human Resources and Administration and is a member of the Human Resources Leadership Team. The role provides dedicated operational human resource guidance and expertise to support the agency’s initiatives and activities. The Senior Manager supervises the Talent Specialists and collaborates with the Senior Manager, Employee Engagement and Retention, Senior Manager Benefits and Rewards and the Human Resources Program Partners to achieve effective talent recruitment and acquisition objectives. These activities include development, implementation and adherence to behavioral base interviewing, strategies recruitment efforts for job fairs, websites and other social media platforms with the teams, continuing oversight of the internship program, effective leveraging the paycom human capital management systems for all recruitment and on-boarding activities including ensuring the team is training utilization all aspects of the talent acquisition system.

RESPONSIBILITIES

Leadership and Collaboration

• Supervise the Talent Specialist and ensure that all aspects of paycom Talent Acquisition is utilized.
• Chief collaborator with HR Leadership team and HR Program Partners for his/her respective VOACC program(s) and able to work and communicate effectively with VP, directors, supervisors, support staff and external contacts.
• Collaborates with HR leadership to
  • Effective talent acquisition and recruitment systems and procedures.
• Participates in regional leadership meetings to gain and provide insight on vacancy fulfillment and hiring pain-points utilizing data-driven reports and industry best-practices to inform strategic solutions in collaboration with the Senior Managers of Engagement and Retention and Benefits and Rewards.
• Manage and oversee the internship program for clinical and non-clinical positions, including the review of applications and the processing of criminal background history and drug testing results to ensure policies and procedures are properly followed.
• Assist with the assimilation and management of the agency-wide First Aid/CPR/AED directives.
• Assist with the updating and maintenance of package configurations and program listings for agency third-party background vendors in collaboration with the Senior Manager, Engagement and Retention.
• Perform other duties as assigned by VP, Human Resources and Administration or designee.

Training and Professional Development

• Prepares and delivers presentations (i.e. orientation, trainings, etc.) to assist employees and program leaders with learning and utilizing internal and external HR/performance management & review tools (i.e. HR/Paycom®®/Payroll system).
• Provide summary data and analyses of performance for internal use by regional program and executive leadership.
• Works with regional leaders to improve behavioral base interviewing, job description development and utilization of paycom recruitment system.

Employee Relations

• Conducts employee internal investigations and conflict resolution/mediation, as needed and provides support as needed to other HR staff and leaders.
• Provide feedback concerning possible problems or areas of improvement; recommends action plans and strategies.
• Seeks guidance in addressing difficult and unusual HR issues from VP, Human Resources and Administration, Senior Manager, Staff Engagement and Retention and Senior Manager, Benefits and Rewards or designee.
• Ensures the accuracy and timely submission of personnel action requests and other HR actions for employees in the respective state(s) program within VOACC.

Talent Acquisition

• Provides workforce planning, recruitment supervision to talent staff and provide assistance to regional HR staff to ensure meeting target goal turnover, time to fill and vacancy rates agency-wide.
• Assists in the development, updating and maintenance of job descriptions, position control and HCMS (Paycom®) in collaboration with HR Program Partners.
• Lead the Talent Specialists with recruitment (candidate identification & sourcing, screening, interview scheduling, final offer and follow-up on-boarding), as necessary, utilizing all available resources, including but not limited to social media, internet job boards, academic institutions, job fairs and regional associations.

Systems

• Perform as Paycom® Subject Matter Expert in the following capacities:
  • Ensure crossing training of the
    • Staff Engagement and Retention team on leading management and development training in the areas of the performance management system for Professional Development Learning Series, New Goals, Mid-Year and Annual Performance Evaluations as needed.
    • How to generate weekly, monthly, quarterly and/or annual reports of training compliance & staff completion rates while providing statistical analysis, as necessary.
    • Provide support on clarity and guidance to staff regarding Paycom®-related issues/questions.
• Collaborate with Senior Manager, Employee Engagement and Retention to update and maintain Paycom® on-boarding system to be fully virtual and meet all affirmative action/EEOC, DHS (I-9), and E-Verify reporting needs.
• Ensure that talent specialist use of Paycom® as primary tool for on-boarding new staff, including development of auto-generated templates and fields for offer letters, rejections notices and full behavioral base interviewing.

EFFECT ON END RESULT

• Performance Measures:
  • Full implementation of leader’s talent resource guide which includes Paycom FAQ’s, Behavioral Base Interviewing and other related recruitment tools i.e. questions etc.
  • Ensure that time to fill mertic is within 30 days or less
  • Ensure all Job Descriptions are standardized
  • Implementation of behavioral base interviewing guidelines
• Ensures all HR actions are compliant with agency policies and procedures as well as, with federal, state laws, and regulatory agency compliance.
• Assists in the development of staff training, thus reducing unwarranted risk and enhancing staff understanding of career paths and the short and long-term goals with which the agency can assist.

PHYSICAL REQUIREMENTS

The physical requirements described below are representative of those that must be met by an employee to successfully perform the essential duties of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.

• The ability to safely operate a motor vehicle to transport oneself.
• The physical ability to travel to program locations, stand, stoop, bend, reach, pull, push, lift, grasp, climb, talk, see, hear and operate office equipment.
• Move and lift light objects up to 30 pounds such as mail, supplies, files, and equipment.
• Operating office equipment requiring continuous or repetitive hand/arm movements.
• The ability to remain in a sitting position for extended periods of time.

OTHER DUTIES

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

REQUIREMENTS

• Bachelors’ Degree in Business Administration, Business Management, Human Resources Management, or related field strongly recommended.
• SHRM-CP and/or PHR certification a plus but not required.
• A minimum of two (2) years human resource experience strongly preferred to help expedite the responsiveness of HR support to VOACC programs
• Excellent ability to interface with regional Vice-Presidents and program management to address over-arching regional matters and find resolutions.
• Experienced at fielding questions and concerns for talent management, agency policy and protocols, benefits, compensation, employment and employee relations.
• Excellent ability to triage or escalate matters requiring specialist’s expertise, especially when needs are outside of position scope.
• Knowledge of regional and Federal employment laws and regulations.
• Must be able to multitask, prioritize workload, meet critical deadlines and comfortably work with confidential employee and employer information.
• Must possess outstanding team building skills and the desire to work with people.
• Be able to proficiently utilize technology, metrics, and standard administrative processes.
• Ability to understand and interpret workforce data and apply these metrics to explain trends and/or provide solutions to regional/program staff.
• Experience with conducting investigations and providing recommendations.
• Strong PC skills in a Windows environment.
• Ability to use independent judgment and address conflict and find resolutions.
• Excellent interpersonal, written, and oral communication skills.

• Bilingual in any language a plus.