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

1. 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.
2. Full-Cycle Recruitment
• Manage 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.
3. Candidate Experience
• Ensure 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.
4. Employer Branding
• Promote 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.
5. Collaboration and Partnership
• Partner 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.
6. Data Analysis and Reporting
• Track 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.
7. Compliance and Best Practices
• Ensure 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.
8. Technology and Systems Management
• Manage 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.