Sr Talent Acquisition Partner - Full Time - Days

Job Summary

Under the direction of the Director of Talent Acquisition, responsible for executing recruitment activities from sourcing to offer. Acts as a coach, mentor and resource for the Talent Acquisition team.  Collaborates with HR Business Partners and hiring managers for assigned divisions to address Talent Acquisition needs.  

Provides consultative services including workforce planning, establishing service level agreements, and regular reporting, while maintaining excellent relations with hiring managers and delivering a top-notch candidate experience.  Activities include but are not limited to attracting and identifying candidates to fill positions; managing the interview process; conducting interviews; guiding newly hired employees through the onboarding process, and coordinating relocation services. All while ensuring consistency of employer brand to attract and recruit diverse top talent.  
 

Core Job Responsibilities

• Coach/Mentor: Coach, mentor and provide advice and guidance to Talent Acquisition team. 
• Training and Development: Present, training and skill development on full cycle recruitment to the TA team and management at meetings on behalf of Talent Acquisition and Human Resources.
• Data Analytics: In conjunction with HRIS/Analytic colleagues, uses analytics to measure and monitor ongoing talent acquisition programs and customer satisfaction, operational effectiveness, efficiency and return on investments by gathering actionable data and conducting qualitative and quantitative analysis.
• Consult: Consult with hiring managers to define their strategic workforce needs as a foundation for understanding their recruitment needs.  Assist hiring managers with establishing value propositions which will be used to campaign for positions open for recruitment.
• Sourcing: Develop and leverage appropriate sourcing techniques to cultivate a talent pool of qualified candidates.
• Community Sourcing: Develop relationships with professional organizations, colleges and schools, community agencies in order to identify and recruit a diverse slate of candidates for all positions.
• Marketing/Advertising: In collaboration with Marketing and the hiring manager, created compelling value proposition/advertising material for sourcing, special events and advertising.  Routinely confers with hiring manager(s) on talent campaign status and slate of available candidates to assess effectiveness of talent campaign, updating and improving campaign approaches and methods as needed.  Well-versed in a variety of social media/marketing strategies.
• Screen/Interview:  Assist hiring manager in scheduling individual or team behavior interviews, preparing interview guides and scoring guides as needed.  Assist in training behavioral interview teams on interview process, legal issues involved in interviewing, and on utilization of interview and guides to evaluate candidates’ potential for performance against expectations.
• Compensation: Utilize established compensation tools and guidelines to determine compensation offers, which may include performing equity analysis, assessing loan repayment, relocation and sign on bonus options.
• Benefits: Provides candidates information related to all benefits and discounts, promoting the Total Reward Package and highlighting us an employer of choice.
• Selection: Assesses candidates with hiring manager in preparation for candidate selection, verifying quality selection process.  
• Contingent Offers: Upon candidate selection by hiring manager, makes contingent offer of employment to selected candidate, defining rate of pay, post-hire/pre-employment background requirements and timeframes, scheduling screening appointments
• Onboarding: Work collaborative with the Talent Acquisitions team to ensure new hires and transfers are guided successfully through the onboarding/transfer process smoothly.  Including supervisor and team welcome note, pre-orientation onboarding material, orientation information, and other related candidate engagement interactions.
• Federal/State/Local Legislation: Possess a mastery of applicable Federal, State, and local laws and regulations, pertaining to full cycle recruitment and onboarding.
• HRIS/ATS: Utilizes applicant tracking systems to facilitate efficiency in recruitment processes and to both capture and utilize accurate data to set goals and measure performance
• Special Projects/Initiatives: Support special projects and initiatives, or portions of larger projects and initiates, as assigned.
   

Education/Experience Requirements

Required:

• Bachelor’s degree in Human Resource Management, Business Administration, a related field, or equivalent experience
• 3 years of related talent acquisition experience 
• Demonstrated knowledge of talent acquisition, huma