Position Summary
The Talent Acquisition Manager (Individual Contributor) is responsible for managing the full recruiting life cycle to attract, hire, and retain top talent for the organization. Unlike a traditional manager role, this position focuses on direct involvement in all facets of talent acquisition without managing a team. The Talent Acquisition Manager is expected to develop and implement recruiting strategies, partner with hiring managers and colleagues, and ensure a seamless candidate experience from sourcing to onboarding.
Key Responsibilities
- Talent Acquisition Strategy
- Develop and implement innovative talent acquisition strategies to attract a diverse pool of qualified candidates.
- Collaborate with hiring managers to identify staffing needs, define job requirements, and create effective job descriptions.
- Utilize various sourcing methods, including job boards, social media, networking, and employee referrals, to build a robust talent pipeline.
- Stay informed about market trends, industry standards, and best practices to continually improve the recruitment process.
- Full-Cycle RecruitmentManage the full-cycle recruitment process, including sourcing, screening, interviewing, and extending offers to candidates.
- Proactively source and engage passive candidates through networking, social media, and professional associations.
- Conduct initial phone or video interviews to assess candidates' skills, experience, and cultural fit with the organization.
- Coordinate and facilitate interviews with hiring managers, ensuring a smooth and efficient process for both candidates and interviewers.
- Candidate ExperienceEnsure a positive candidate experience by maintaining clear and timely communication with candidates and hiring managers throughout the recruitment process.
- Provide candidates with detailed information about the company, role, and culture to help them make informed decisions.
- Manage the offer process, including extending offers, negotiating terms, and handling candidate objections professionally.
- Guide candidates through the onboarding process and escalate concerns to ensure a seamless transition into the organization.
- Participates in employee onboarding and facilitates new employee orientation.
- Employer BrandingPromote the organization’s employer brand through various channels, including social media, job boards, and company events.
- Develop and execute employer branding initiatives to showcase the company's culture, values, and career opportunities.
- Represent the company at job fairs, career events, and networking opportunities to enhance the company’s visibility in the job market.
- Create and maintain engaging job postings and content that resonate with potential candidates.
- Collaboration and PartnershipPartner with hiring managers and department heads to understand their staffing needs and provide strategic recruitment support.
- Offer guidance and best practices to hiring managers on candidate selection, interviewing techniques, and recruitment processes.
- Build strong relationships with external partners, such as recruiting agencies and educational institutions, to expand the talent pipeline.
- Act as a consultant to internal stakeholders, providing market insights and recruitment metrics to inform hiring decisions.
- Data Analysis and ReportingTrack and analyze key recruitment metrics, such as time-to-fill, cost-per-hire, and source of hire, to assess the effectiveness of recruiting strategies.
- Prepare and present regular reports on recruitment activities, hiring status, and recruitment performance to P&C leadership and hiring managers.
- Use data-driven insights to identify areas for improvement and optimize the recruitment process.
- Create, analyze, and interpret recruitment reports to provide data-driven recommendations that align with company goals and improve talent acquisition strategy and processes.
- Compliance and Best PracticesEnsure compliance with all federal, state, and local employment laws and regulations, including Equal Employment Opportunity (EEO) and anti-discrimination laws.
- Implement and maintain recruitment policies and procedures that support organization’s diversity, equity, and inclusion (DEI) initiatives and values.
- Stay up-to-date on industry trends, talent acquisition best practices, and emerging tools and technologies in recruitment.
- Technology and Systems ManagementManage and optimize the use of the UKG Applicant Tracking System (ATS) and other recruitment tools to streamline the recruitment process.
- Ensure accurate and up-to-date candidate information is maintained within the UKG and HR databases.
- Evaluate and leverage new recruiting technologies and tools to enhance sourcing, candidate engagement, and process efficiency.
Qualifications
- Experience:
- Minimum of 5+ years of experience in talent acquisition or recruitment, with a proven track record of managing full-cycle recruitment.
- Experience in sourcing and recruiting for a wide range of roles across various departments.
- Familiarity with Applicant Tracking Systems (ATS) and HR databases. Preferably with UKG.
- Skills and Competencies:
- Sourcing Expertise: Strong sourcing skills with the ability to attract and engage passive candidates using various channels.
- Interviewing Skills: Proficient in conducting behavioral and competency-based interviews to assess candidates' qualifications.
- Communication: Excellent verbal and written communication skills, with the ability to build rapport with candidates and internal stakeholders.
- Organizational Skills: Highly organized with the ability to manage multiple open positions and priorities simultaneously.
- Analytical Thinking: Ability to analyze recruitment metrics and make data-driven decisions to improve the hiring process.
- Problem-Solving: Strong problem-solving skills with the ability to navigate recruitment challenges and provide solutions.
- DEI Focus: Commitment to promoting diversity, equity, and inclusion in the recruitment process.
Key Competencies
- Relationship Building: Ability to build and maintain strong relationships with candidates, hiring managers, and external partners.
- Adaptability: Flexibility to adapt to changing business needs and priorities in a dynamic environment.
- Attention to Detail: Strong attention to detail to ensure accuracy and consistency in the recruitment process.
- Proactive Mindset: Self-motivated and proactive in identifying opportunities to enhance the talent acquisition function.
- Strategic Thinking: Ability to think strategically and provide insights that support the organization's growth and talent needs.
