Recruitment Manager

About the role

At a professional level, the Recruitment Manager will have direct hands-on management of the day-to-day staffing and hiring initiatives and full-cycle recruiting process, which encompass supervising, providing guidance, coaching, supporting, and championing the Recruitment Team. Responsibilities include designing and implementing hiring processes that meet compliance efforts and align to the organization’s hiring goals, and developing strategies to identify high-performing candidates who will fit a rapidly growing organizational culture. This role requires an active member of the overall Human Resources and Recruitment Team who will provide support with ongoing Human Resources and Recruitment projects. The position requires an extremely perceptive person who can interact respectfully with individuals at all levels within the organization, as well as with external vendors, balancing the organization’s needs, business demands, and candidate goodwill. The incumbent will act as an ambassador to possible new hires and will be committed to optimizing and promoting the organization’s brand.

Responsibilities

• Manage full-cycle recruiting process for a variety of governmental agency budgeted and organizational staffing needs, including positions from line staff up to leadership level.
• Manage sourcing, solicit feedback from hiring managers, provide ongoing updates during the recruitment process to stakeholders, communicate status to candidates, coordinate offers, background checks, and onboarding.
• Keep applicant tracking system/tool up to date and compliant with all state and federal laws.
• Maintain consistent and regular updates to the Human Resources Team on new hires, job titles, start dates, and the satisfactory return of background checks to ensure start dates are accurate.
• Create, enhance, and implement an efficient recruitment process with recruiting tools and resources that are data-driven and set best practices.
• Provide clean and reportable data to support Human Resources and organizational metrics reporting.
• Utilize a metric-driven approach and best practices to recruitment performance, initiatives, and training.
• Develop regular feedback mechanisms to track candidate experience and interview team, and review feedback with stakeholders on next steps.
• Implement and maintain hiring policies and processes that encourage excitement and drive to source great and unique talent.
• Proactively draw candidates’ initial interest, then create and rely on strong interviewing skills and good judgment to identify an ideal match.
• Employ strategies that find candidates who fit the organization’s culture of respect, professionalism, collaboration, long-term commitment, and honesty.
• Ensure consistent interpretation and administration of organizational recruitment procedures to avoid miscommunication and process breakdowns.
• Provide advisement and training, where necessary, to managers and supervisors on productive, efficient, and legally acceptable interviewing techniques to minimize the risk of claims of unfair hiring practices.
• Assist with the onboarding process to ensure new hires are prepared to start.
• Continually evaluate the structure of the Recruitment Team to optimize for efficiency and effectiveness and to support the organization’s growth.
• Exhibit extensive knowledge of recruitment policies and procedures and federal, state, and local laws regarding employment practices.
• Ensure compliance with local, state, and federal laws regarding employment practices, organizational policies and procedures as they relate to hiring practices and processes, and records retention.
• Evaluate, develop, and revise job descriptions and other relevant recruitment and human resources documents.
• Conduct recruitment audits periodically, but quarterly at a minimum.
• Collaborate with HR team members on compliance audits, special projects, and initiatives when needed.
• Maintain an environment of positive employee relations by maintaining confidentiality, establishing trust and credibility, being approachable and fair, balancing business needs with employee needs, and spending significant time interfacing directly with employees and managers.
• Irrespective of responsibility, serve as backup support where needed to meet business demands and needs.
• Contribute to the overall success of the organization by performing all other duties and responsibilities as assigned by supervisor or designee, and being able to pivot with ever-changing priorities and newly added job-related responsibilities that arise based on business changes, needs, and demands.
• Lead, supervise, manage, direct, and mentor all aspects of the Recruitment Team, ensuring effective clear communication and collaboration for each staff.
• Conduct weekly/bi-weekly one-on-one meetings to review progress and provide support.
• Perform evaluations and execute professional development plans for Recruitment staff’s continued learning and career growth.
• Develop and implement effective recruitment strategies to attract and retain top talent across the organization.
• Communicate a vision and strategy for the Recruitment team, as well as the team and personal goals to drive successful execution of that vision and strategy.
• Manage and mentor the team to achieve ambitious results and create a high standard of accountability.
• Build a team culture of accountability, optimism, excellence, transparency, and adaptability in a rapidly changing environment.
• Champion initiatives to ensure a diverse and inclusive hiring process that supports the organization’s commitment to equity.

Team Supervision and Management

• Lead, supervise, manage, direct, and mentor all aspects of the Recruitment Team, ensuring effective clear communication and collaboration for each staff.
• Conduct weekly/bi-weekly one-on-one meetings to review progress and provide support.
• Perform evaluations and execute professional development plans for Recruitment staff’s continued learning and career growth.
• Develop and implement effective recruitment strategies to attract and retain top talent across the organization.
• Communicate a vision and strategy for the Recruitment team, as well as the team and personal goals to drive successful execution of that vision and strategy.
• Manage and mentor the team to achieve ambitious results and create a high standard of accountability.
• Build a team culture of accountability, optimism, excellence, transparency, and adaptability in a rapidly changing environment.
• Champion initiatives to ensure a diverse and inclusive hiring process that supports the organization’s commitment to equity.

Position Parameters

• Decisions generally include oversight, management, and coordination of recruitment-related concerns.
• Strong analytic skills and ability to rapidly assimilate complex information.
• Positive influencing skills with the ability to generate support and build consensus.
• Must be able to identify and anticipate any issue through research and propose the resolution.
• Should possess a thorough understanding of industry requirements and transactions or related experience and all related departments’ roles in such transactions.
• Creativity and an out-of-the-box approach are required to improve all areas of responsibility.
• Exceptional consulting skills with the ability to probe and actively listen to gain understanding and help clarify inquiries, needs, and/or root cause of an issue.
• Strong strategic thinking and influence skills, with the ability to build trust and alignment across executive leadership and broader organizational teams.
• Interact with other departments or divisions to ensure cooperation and the delivery of proper services.
• Strong interpersonal skills necessary to work with outside regulators or investors.
• A friendly, engaging personality to work with internal departments to research and resolve recruitment challenges.
• Must be able to present and explain documentation to senior management and management in control functions.
• Demonstrated critical ability to maintain accurate recruitment records, facilitate and conduct activities around the organization’s recruitment matters with an ultimate resolution while staying within regulatory guidelines to prevent risk in hiring standards and practices, as well as reputational risk.
• Develops functional and practical recruitment strategies that align with organizational objectives by contributing information, analysis, and making beneficial recommendations of policies and procedures to senior management, department heads, colleagues, and other stakeholders.

Requirements

• Bachelor’s degree in human resources management, business management, or related field is required; Master’s degree is strongly preferred.
• At least six (6) years of prior direct recruitment experience is required, including at least four (4) years of direct management and supervisory experience.
• Professional certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is a plus.
• Extensive expertise and in-depth understanding of recruitment processes and policies.
• Comprehensive knowledge of employment law and regulatory compliance, risk management, classification and compensation, job analysis, job evaluation, talent acquisition and retention, employment services, development and application of policies and procedures, management and audit of HRIS/applicant tracking systems and records, and communications.
• Direct work experience in and knowledge of nonprofit organizational operations and governmental contract knowledge is strongly preferred.
• Knowledge of relevant employment and hiring laws, including but not limited to labor law covering Equal Employment Opportunity Commission (EEOC), the Equal Pay Act (EPA), and Americans with Disabilities (ADA) is a plus.
• Proven ability to align recruitment strategies with organizational goals and drill down to creating and/or developing team and individual performance goals.
• Deep understanding of the principles and functionalities of an HRIS system, including the ability to analyze data, manage system configurations, implement new features, and leverage the system to optimize recruitment processes.
• Excellent business judgment and willingness to learn new practice areas.
• Proficiency in documenting processes and keeping up with industry trends.
• Nonprofit environment experience is a strong plus, to understand and be able to work within the budgetary constraints of recruitment.

Skills

• Unquestionable personal integrity, fairness, and credibility, and the ability to gain the trust of employees at all levels.
• Demonstrates an unwavering commitment to professional ethics, discretion, confidentiality in all internal and external interactions and information, and supervising employees and consulting with management.
• Acts as a key representative of the organization, consistently exhibiting a polished demeanor, exceptional judgment, and a proactive, solution-oriented approach.
• History of proven, measurable results for managing growth and aligning recruitment processes and tools to support designed business priorities with the ability to provide thoughtful, progressive, and strategic guidance.
• Demonstrated success in a recruitment leadership role, with a proven ability to lead transformative recruitment initiatives that align with organizational goals in a fast-paced, growth-oriented environment.
• Expertise in strategic talent initiatives and talent optimization.
• Expertise in analysis, critical decision-making, project management, and process improvement.
• Demonstrated ability to understand and work with analytical tools, reports, and technology.
• Highly detail-oriented with excellent evaluative and mathematical skills.
• High level of experience and comfort working within, or the absence of, an HRIS/applicant tracking system.
• High level of computer proficiency in MS Office: Outlook, Word, Excel (with advanced-level knowledge), PowerPoint, Adobe, internet navigation, and the ability to learn new technologies and databases.
• Communicate effectively and establish trustworthiness throughout the organization with Senior Management, department heads, colleagues, and stakeholders as an effective developer of solutions to business compliance challenges and potential risks.
• Ability to act as liaison among stakeholders.