Sr. Manager, Talent Acquistion
Request0-01:AH0420
CompanyCDC dbd North Wind Group
LocationKnoxville, TN
Job TypeFull Time
Date4/16/2020
  
Job Description

POSITION SUMMARY: 

The Sr.  Manager, Talent Acquisition is responsible for delivering all facets of recruiting success throughout the organization. This will be achieved through the development of local and national recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting and talent acquisition and management ideas.  The Sr. Manager, Talent Acquisition will play a critical role in ensuring we are hiring the best possible talent. Primary Objectives of the Sr. Manager, Talent Acquisition:  develop and execute recruiting plans and talent acquisition and management strategy, network through industry contacts, association memberships, trade groups and employees; provide counsel to hiring managers on hiring best practices, coordinate and implement college recruiting initiatives and administrative duties and record keeping. 

ESSENTIAL JOB FUNCTIONS:

  • Develop and Execute Recruiting Plans.
  • Manage Office of Federal Contract Compliance Programs (OFCCP) and Affirmative Action Program (AAP) compliance, policies, procedures for recruiting program and manage audits for reporting. 
  • Develop and deliver training on recruiting best practices and OFCCP compliance to hiring managers.
  • Determine and report appropriate talent acquisition metrics impacting hiring success.
  • Work with Human Resources Director to develop and evaluate talent management strategy.
  • Serve as subject matter expert on applicant tracking system (ATS); train human resources staff and managers on ATS.
  • Work with hiring managers on recruiting planning meetings.
  • Create job descriptions.
  • Lead the creation of a recruiting and interviewing plan for each open position.
  • Efficiently and effectively, fill open positions.
  • Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.
  • Develop a pool of qualified candidates in advance of need.
  • Research and recommend new sources for active and passive candidate recruiting.
  • Build networks to find qualified passive candidates.
  • Post openings in newspaper advertisements, with professional organizations, and in other position appropriate venues.
  • Post positions to appropriate Internet sources.
  • Improve the company website recruiting page to assist in recruiting.
  • Research new ways of using the Internet for recruitment.
  • Use social and professional networking sites to identify and source candidates.
  • Network through Industry Contacts, Association Memberships, Trade Groups and Employees.
  • Locate and document where to find ideal candidates.
  • Aid public relations in establishing a recognizable employer of choice reputation for the company, both internally and externally.
  • Communicate with managers and employees regularly to establish rapport, gauge morale, and source new candidate leads.
  • Maintain regular contact with possible future candidates.
  • Coordinate and Implement College Recruiting Initiatives.
  • Attend career fairs for recruiting and company recognition.
  • Develop working relationships within colleges to aid in recruiting.
  • Give presentations at colleges, attend student group meetings, and increase college awareness of the company before and after career fairs.
  • Manage the use of outside recruiters and headhunters.
  • Review applicants to evaluate if they meet the position requirements.
  • Conduct pre-screening interviews.
  • Maintain all pertinent applicant and interview data in the Human Resources Information System (HRIS).
  • Assist in performing reference and background checks for potential employees.
  • Assist in writing and forwarding rejection letters.
  • Assist in interviewing and selecting employees onsite.
  • Assist in preparing and sending offer packages.
  • Assist in preparing and sending new employee orientation packages.
  • Perform other special projects as assigned. 

Qualifications

MINIMUM QUALIFICATIONS:

EDUCATION/TRAINING:

  • A bachelor’s degree is required, master’s degree preferred.
  • Professional in Human Resources (PHR) certification or Society of Human Resource Management – Certified Professional (SHRM-CP) preferred.

KNOWLEDGE AND EXPERIENCE:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily, as assigned. The requirements listed below are representative of the knowledge, skill, and ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  • Eight plus years of human resources corporate recruiting experience required, technical recruiting a plus.
  • Experience recruiting for government contractors or subcontractors and knowledge and understanding of OFCCP and AAP compliance and required reporting strongly preferred. 
  •  Proven candidate sourcing and relationship building experience.
  • General knowledge of various employment laws and practices.

SKILLS & ABILITIES:                        

  • Ability to work with various departments and foster teamwork.
  • Ability to work independently with minimal supervision.
  • Skills in database management and record keeping.
  • Ability to maintain the highly confidential nature of human resources work.
  • Ability to travel for recruitment meetings, college visits, and career fairs and maintain a flexible work schedule.
  • Must be able to identify and resolve problems in a timely manner.
  • Gather and analyze information skillfully.
  • Demonstrate resourcefulness and initiative in dealing with daily assumptions.
  • Excellent teamwork, communication and people skills a must.
  • Excellent interpersonal and coaching skills.
  • Excellent computer skills in a Microsoft Windows environment.
  • Effective oral and written communication skills.
  • Ability to select best construction means and methods for accomplishing the work.
  • Skilled in PC usage and associated software including MS Office (Word, Excel, and Outlook).

MENTAL & COGNITIVE DEMANDS:

  • Ability to read and interpret documents such as safety rules, operating and maintenance instructions and procedure manuals.  Ability to write routine reports, operating instructions and correspondence.  Ability to communicate clearly and succinctly on a technical level.
  • Ability to work with mathematical concepts.  Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical solutions.
  • Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists.  Ability to interpret a variety of instructions furnished in written, oral, diagram or schedule form.

PHYSICAL DEMANDS:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 While performing the duties of this job, the employee is regularly required to see, talk and hear.

  • The employee frequently is required to sit and use hands along with fingers, to handle or feel.
  • The employee is occasionally required to stand, walk, reach with hands and arms, climb or balance, and stoop, kneel, crouch or crawl.
  • Ability to sit and/or stand for extended periods of time.
  • Ability to walk, reach with hands and arms, talk, and hear.
  • Ability to perform repetitive movements of the fingers, hands, wrists and arms.
  • Ability to frequently lift and/or move up to 20 pounds and occasionally lift and/or move up to 30 pounds.