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Duties & Responsibilities:
Talent Acquisition
- Lead the full-cycle recruitment process for positions across the organization, from intake and sourcing strategy through candidate selection, offer development, and pre-employment transition.
- Partner with hiring managers to clearly define position requirements, candidate profiles, recruiting priorities, and realistic hiring timelines.
- Develop targeted sourcing strategies using job boards, professional networks, industry relationships, social media, referrals, recruiting partners, and other appropriate channels.
- Screen and assess candidates for technical qualifications, leadership capabilities, organizational fit, and long-term potential.
- Facilitate effective interview and selection processes, including interview planning, candidate evaluation, and appropriate documentation.
- Partner with leadership and Compensation & Benefits on offer development to promote internal equity, market competitiveness, and consistency.
- Manage relationships with external recruiters, staffing agencies, and other talent partners, including evaluating effectiveness, cost, and service quality.
- Serve as a trusted advisor to hiring managers throughout the recruitment and selection process.
- Establish clear expectations regarding responsibilities, timelines, communication, and decision-making at the beginning of each search.
- Maintain proactive communication with hiring managers regarding candidate pipelines, market conditions, delays, risks, and required decisions.
- Provide appropriate support and guidance to hiring managers regarding interviewing, candidate assessment, selection decisions, and recruiting best practices.
- Ensure candidates receive professional, timely, and respectful communication throughout the hiring process.
- Analyze workforce trends and data to identify areas of concern and recommend appropriate recruitment, retention, development, or succession strategies.
- Maintain awareness of potential retirements, key positions, and other areas of workforce vulnerability.
- Support succession planning and talent review processes by helping identify critical roles, potential successors, readiness gaps, and development priorities.
- Partner with HR leadership on organizational design and workforce restructuring initiatives as appropriate.
- Maintain accurate and current recruiting activity within the applicant tracking system and other HR systems.
- Produce recruiting metrics, including open positions, time to fill, candidate pipeline health, source effectiveness, offer acceptance, vacancy trends, and other relevant indicators.
- Monitor recruiting workload and capacity and proactively identify when additional internal or external resources may be required.
- Evaluate recruiting processes and identify opportunities to improve efficiency, candidate experience, hiring-manager experience, and overall effectiveness.
- Management of the talent acquisition budget, including agency fees, advertising expenses, recruiting technology, and other related costs.
- Communicates proactively rather than waiting for leaders to request updates.
- Identifies emerging recruiting or workforce challenges early and escalates them appropriately.
- Provides clear recommendations rather than simply reporting problems.
- Understands the audience, business context, and potential organizational impact when communicating information.
- Maintains appropriate urgency while exercising sound judgment and attention to detail.
- Support internship, early-career, skilled-trade, professional, and leadership recruiting strategies as business needs require.
- Participate in HR projects and organizational initiatives that support the Company’s overall people strategy.
- Maintains confidentiality and demonstrates discretion when handling sensitive employee, candidate, and organizational information.
Education and Experience
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field
- Five or more years of progressively responsible experience in talent acquisition, recruiting, workforce planning, or a related HR discipline.
- Prior experience managing full-cycle recruiting for positions across multiple functions
- Experience working with applicant tracking systems, HRIS platforms, recruiting technologies, and common business software.
- Experience supporting specialized, technical, skilled-trade, professional, and/or leadership recruitment is preferred.
- Prior supervisory, project leadership, or recruiting-function leadership experience is preferred.
- Strong understanding of talent acquisition practices, sourcing strategies, interviewing, candidate assessment, and selection.
- Strong analytical and workforce-planning capabilities (ability to turn business needs into talent strategies)
- Excellent written and verbal communication skills.
- Strong consultative and relationship-management skills.
- Strong organizational skills and ability to manage multiple concurrent searches and competing priorities.
- Ability to work effectively in a collaborative team environment while maintaining ownership and accountability for assigned responsibilities.
- Working knowledge of employment laws and regulations applicable to recruiting and hiring.
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