Talent Acquisition Consultant

Responsibilities

• Proactively support targeted outreach efforts to build and maintain talent pipelines across multiple levels and functions.
• Research candidates, network with potential talent, develop relationships, conduct exploratory interviews, and maintain candidate follow-up processes and future contact files.
• Manage recruitment activities including internal and external sourcing, job postings, candidate screening, resume review and distribution, interview scheduling, interviewing, and offer letter preparation.
• Serve as the primary point of contact for internal and external candidate communications throughout the recruitment lifecycle.
• Provide recruitment process updates and final disposition communications to applicants.
• Track recruiting metrics and activities, including resumes received, interviews conducted, and hires completed, utilizing recruiting systems and tools.
• Partner with business units to assess workforce requirements and fulfill staffing needs.
• Define position requirements and gather information regarding team environment, culture, and organizational needs to support appropriate candidate selection.
• Evaluate candidate qualifications, experience, education, skills, and overall suitability for available opportunities.
• Aid in compensation discussions and employment offer processes as appropriate.
• Collaborate with Human Resources and business leadership to ensure alignment on recruitment processes, roles, responsibilities, and hiring objectives.
• Participate in the design, implementation, and enhancement of recruiting policies, programs, services, and tools.
• Serve as a subject matter expert on management and non-management recruitment processes and technologies.
• Aid stakeholders in understanding talent acquisition policies, procedures, and systems.
• Partner with internal and external HR leaders to evaluate recruiting service models and identify opportunities for improvement.
• Develop and execute strategies to achieve staffing objectives and establish metrics to monitor progress.
• Monitor recruiting processes, programs, operational metrics, assessment strategies, and background screening requirements.
• Utilize emerging technologies and stay current on internet-based and web-based sourcing tools.
• Promote efficient recruiting practices focused on reducing vacancy durations and attracting high-quality talent through cost-effective methods.
• Develop and maintain relationships with employment agencies, placement firms, and job board vendors.

Requirements

• Bachelor’s degree and at least one year of Human Resources or recruiting experience. OR A combination of education and experience, preferably within Talent Acquisition, totaling four years.
• Progressive experience within Human Resources is preferred.
• Experience supporting recruiting operations, workforce planning, and candidate selection activities is beneficial.
• Experience with Affirmative Action Plan administration and understanding of EEO and OFCCP requirements is preferred.
• Ability to travel as required.

Skills

• Strong interviewing, candidate evaluation, and talent selection skills.
• Knowledge of employment-related legislation and compliance requirements.
• Excellent written and verbal communication skills.
• Strong organizational, analytical, and problem-solving abilities.
• Ability to build relationships and collaborate effectively with candidates, hiring managers, and HR partners.
• Ability to assess staffing requirements and recommend effective recruitment solutions.
• Proficiency in tracking recruiting activities and utilizing recruiting systems and technology.
• Ability to develop, monitor, and evaluate recruiting metrics and performance indicators.
• Knowledge of employment law and recruitment best practices.
• Ability to coach, mentor, and educate stakeholders throughout the recruitment process.
• Strong attention to detail and commitment to process compliance.
• Ability to think creatively and proactively when addressing hiring challenges.

Preferred Skills

• Experience with workforce planning and talent pipeline development.
• Experience implementing process improvements and recruiting innovations.
• Knowledge of web-based sourcing tools and emerging recruitment technologies.
• Experience collaborating with internal and external HR leaders to optimize recruiting service delivery models.
• Ability to develop and maintain relationships with external recruiting partners and vendors.

Pay Transparency

The typical base pay for this role across the U.S. is: $18.00 - $19.00 /hour. Non-exempt positions are eligible for overtime at a rate of 1.5 times the base hourly rate for all hours worked in excess of 40 in a work week, or as required by state or local law. Final offer amounts, within the base pay set forth above, are determined by factors including your relevant skills, education and experience. Full-time employees are eligible to select from different benefits packages. Packages may include medical, dental, and vision benefits, health savings accounts with qualified medical plan enrollment, 10 paid days off, 3 days paid bereavement leave, 401(k) plan participation with employer match, life and disability insurance, commuter benefits, dependent care flexible spending account, accident insurance, critical illness insurance, hospital indemnity insurance, accommodations and reimbursement for work travel, and discretionary performance or recognition bonus. Sick leave and mobile phone reimbursement provided based on state or local law.