Talent Acquisition Manager

Talent Acquisition Manager

Job Summary:

The Talent Acquisition Manager is responsible for obtaining top talent for Sportech. This position will lead the strategy and execution of hiring talent for our organization. This position will manage and prioritize talent acquisition projects with overall HR strategies, provide expertise and best practice knowledge, make recommendations, and resolve complex issues. This role fosters relationships, manages contingent labor vendor relationships and ensures an exceptional candidate experience.

• Essential Job Functions:
• Leads, manages, and holds team accountable to organization policies and procedures.
• Coaches, mentors, and develops team members.
• Manages accountability charts/organizational structure.
• Fosters an environment that aligns with Sportech’s core values and builds upon a culture that is in service to our people and community.
• Creates, implements, and executes on talent acquisition strategies that align with overall business priorities.
• Develops and maintains strong working relationships with hiring managers, colleagues, and team members to create partnerships that yield consistent results, processes, and credibility.
• Defines, tracks, and analyzes talent acquisition metrics, including trends in applicant flow, diversity, placement rates, turnover/retention rates, acquisition costs, etc. to monitor and improve performance and identify continuous improvement opportunities and shares results and trends with stakeholders to determine effectiveness of current and future strategy.
• Serves as main point of contact for managers with regards to contingent staffing needs, oversees the staffing process, handles program metrics and reporting, and ensures program compliance.
• Acts as liaison to provide guidance, governance, and point of escalation.
• Educates interviewers on recruitment processes and applicant tracking tools.
• Assists in building and updating job descriptions as applicable.
• Sources both passive and active candidates through a variety of channels, including LinkedIn, job board advertising, internet searches, job fairs, alumni boards, community outreach, etc.
• Determines applicant qualifications by screening resumes, interviewing applicants, comparing qualifications to job requirements, and ensuring fit for organization.
• Organizes and leads pre-hire meetings and post-interview debriefing sessions with interview teams and candidates.
• Negotiates job offers, coordinates drug screens and background checks to ensure a smooth transition as the applicant moves to the onboarding stage.
• Responsible for creating an exceptional candidate experience, ensuring that candidates have a positive experience throughout the hiring process.
• Manages the internship program and partners with participating managers to keep a pipeline of candidates.
• Builds relationships with local schools, colleges, and universities, participating in fairs and recruitment events as needed.
• Miscellaneous projects (FLSA testing, job descriptions, job analysis) and additional duties as assigned.

About the Role

Fun meter >80%.

Responsibilities

• Leads, manages, and holds team accountable to organization policies and procedures.
• Coaches, mentors, and develops team members.
• Manages accountability charts/organizational structure.
• Fosters an environment that aligns with Sportech’s core values and builds upon a culture that is in service to our people and community.
• Creates, implements, and executes on talent acquisition strategies that align with overall business priorities.
• Develops and maintains strong working relationships with hiring managers, colleagues, and team members to create partnerships that yield consistent results, processes, and credibility.
• Defines, tracks, and analyzes talent acquisition metrics, including trends in applicant flow, diversity, placement rates, turnover/retention rates, acquisition costs, etc. to monitor and improve performance and identify continuous improvement opportunities and shares results and trends with stakeholders to determine effectiveness of current and future strategy.
• Serves as main point of contact for managers with regards to contingent staffing needs, oversees the staffing process, handles program metrics and reporting, and ensures program compliance.
• Acts as liaison to provide guidance, governance, and point of escalation.
• Educates interviewers on recruitment processes and applicant tracking tools.
• Assists in building and updating job descriptions as applicable.
• Sources both passive and active candidates through a variety of channels, including LinkedIn, job board advertising, internet searches, job fairs, alumni boards, community outreach, etc.
• Determines applicant qualifications by screening resumes, interviewing applicants, comparing qualifications to job requirements, and ensuring fit for organization.
• Organizes and leads pre-hire meetings and post-interview debriefing sessions with interview teams and candidates.
• Negotiates job offers, coordinates drug screens and background checks to ensure a smooth transition as the applicant moves to the onboarding stage.
• Responsible for creating an exceptional candidate experience, ensuring that candidates have a positive experience throughout the hiring process.
• Manages the internship program and partners with participating managers to keep a pipeline of candidates.
• Builds relationships with local schools, colleges, and universities, participating in fairs and recruitment events as needed.

Requirements

• Bachelor’s degree in HR, Business or related field strongly preferred.
• Minimum 3-5 years’ experience with full-cycle recruiting.
• HR experience in fast-paced manufacturing setting strongly preferred.
• Previous supervisory experience preferred.
• Demonstrated ability to effectively build relationships and trust at all levels of the organization.
• Previous experience with applicant tracking systems and recruitment tools.
• Skilled at effective communications at both technical and professional levels including great interpersonal skills as well as written and verbal communication skills.
• Demonstrated ability to plan, organize and prioritize workload.
• Proficient in Microsoft Word, Outlook, Excel and PowerPoint.
• Ability to negotiate by influencing and collaborating with others to arrive at a mutually satisfying conclusion.
• Strong experience using social media and internet tools for candidate sourcing.

Qualifications

None specified.

Skills

• Effective communication skills.
• Strong organizational and prioritization skills.
• Experience with applicant tracking systems and recruitment tools.
• Ability to negotiate and influence others.
• Strong experience using social media and internet tools for candidate sourcing.

Benefits

Includes: Medical, dental, and vision plan options, including flexible spending accounts (HSA, FSA, and DCA); Short-term and long-term disability benefits; Basic life insurance and voluntary life insurance; Hospital indemnity plans, pet insurance, and legal/identity theft services; 401k plan with up to a 4% employer match; Paid company holidays, paid vacation, and paid volunteer time; Sportech Learning Academy (SLA) with courses offered onsite quarterly, focusing on personal and professional growth and development for employees, and tuition reimbursement options for courses completed outside of Sportech.

Pay

Pay varies by position and is based on multiple factors including labor market data and, depending on position, may include education, work experience, knowledge, skills, and abilities, and/or certifications. Additionally, Sportech takes into account the internal equity of current employees when considering compensation. Sportech’s reasonable and good-faith estimate for the range of new hire compensation at the time of posting for this position is between $87,500-$97,500 annually. Pay may also include variable compensation from time to time such as overtime for non-exempt positions, shift differential for specific shifts, and/or bonus targets (subject to plan eligibility and other requirements).