Workplace Experience HR Generalist - In Office (Norfolk, Virginia)

Company Description

Do you look back on your career and see the faces of all the people you helped find the next step in their career?  Or that hard-to-find hire that became pivotal to a firm’s success?  Or perhaps that overwhelmed hiring manager you worked with to turn their overwhelm into an excellent people leader?  If building talent acquisition systems that help to develop successful people systems is your jam, we might have the perfect role for you.

Hanbury, an Architectural firm headquartered in Norfolk, Virginia, is looking for a talented Workplace Experience Generalist (HR Generalist) to work with our teams across 8 office locations to find, attract, select, and onboard team members who will contribute to the next chapter of our success.

Hanbury is a diverse collective of architects, designers, planners, creatives, storytellers, and visualization artists shaping higher education, civic and community, and life sciences experiences. Our people are undeniably our most valuable resource. We believe that our work is strengthened by fostering an inclusive environment where all voices are sought, included, and valued.

In addition to our comprehensive benefits package, which includes competitive salaries, health insurance, retirement, and other work/life plans, we are committed to shared ownership through our Employee Stock Ownership Plan (ESOP; S-Corporation), we invest in staff professional development and offer flexible working arrangements to support an empowered team.

Location requirements - Please note:  This position requires an in office presence preferably in Norfolk, VA.

Job Description

60% - Recruiting and Hiring Coordination.  Source people for our success and ensure theirs.

Talent Acquisition: Create great candidate experiences and make hiring managers more efficient.

• Ensure we know what we are hiring for: work with hiring managers to ensure that job descriptions, postings, and questionnaires all accurately reflect the position's needs. 
• Build and manage applicant pipelines.
• Develop, implement, and coordinate systems that create a positive candidate experience and employer brand.
• Monitor hiring cue inbox and ensure candidates receive responses promptly.
• Utilize the applicant tracking system and other recruiting software (job boards, etc.), mine for applicable and acceptable candidates based on predetermined and agreed-upon job criteria (required knowledge and skills) and reach out to candidates to gauge interest and suitability for the position.
• Develop and cultivate relationships with potential candidates to keep them engaged and create a positive experience for them.
• Manage relationships with external recruiting partners.
• Lead campus recruiting efforts. Hanbury becomes the firm of choice for new graduates. Prep Hanbury attendees and ensure all swag, collateral, and booth setups are consistent with the One Hanbury theme.

Onboarding: Ensure our new hires feel like they belong and get up to speed quickly.

• Monitor the progress of new hires during their integration to Hanbury, including checking in at 30-60-90-day intervals. Answer questions and assist in directing them to the right resources. Ensure Office Leaders follow the onboarding plan and assist with any adjustments as needed.
• Work with hiring managers and other related stakeholders to establish onboarding plans. Understand individual requirements and adjust plans as needed.

10% - Employer Brand Ambassador.  Articulate the value proposition and leverage it to attract top talent.

• Work with Communications to understand and articulate ‘why’ candidates should make Hanbury their employer of choice.
• Ensure all individuals involved in the pre-hire process understand the employer brand and know how to represent the firm in a way that is accurate and sets the right tone with candidates.

10% DE&I and Compliance.  Ensure our employee population represents our communities, and everyone feels welcome at the firm.

• Monitors hiring to ensure compliance with applicable laws.
• Understands diversity hiring goals and creates campaigns to meet these goals.
• Works to understand the firm’s DE&I needs and goals and champions them within the hiring process.
• Reports on relevant metrics.
• Maintains compliance with federal, state, and local employment laws and regulations and recommends best practices; reviews policies and practices to maintain compliance.

20%.  Administrative/Process Building.  Create and reinforce repeatable processes and wise system investments.

• Work collaboratively with the Director of People Operations and other key stakeholders to understand information system requirement