Talent Acquisition Partner

Duties and Responsibilities

• General Recruitment Partner with hiring managers to attract and hire individuals who will excel at HRA and demonstrate commitment to the organization's mission and values.
• Develop and implement effective recruiting strategies tailored to organizational priorities and workforce needs.
• Manage the full recruitment lifecycle, including:
• Collaborating with hiring managers to understand position requirements and define candidate profiles.
• Posting positions and sourcing candidates through multiple channels.
• Conducting candidate screening and evaluation.
• Coordinating interviews and facilitating candidate selection.
• Conducting reference checks and supporting hiring decisions.
• Preparing offer letters and coordinating pre-employment requirements.
• Ensuring a positive candidate experience throughout the hiring process.
• Serve as the primary point of contact for candidates and hiring managers throughout the recruitment process.
• Manage multiple active and evergreen requisitions simultaneously while maintaining timely communication and progress.
• Ensure hiring managers understand and fulfill their responsibilities throughout the recruitment process.
• Maintain accurate recruitment records and candidate information within ADP and related systems.
• Ensure compliance with applicable employment laws, regulations, and recruitment best practices.
• Collaborate with HR and operational leaders to support onboarding and successful integration of new employees.

Talent Sourcing and Pipeline Development

• Develop and maintain talent pipelines for recurring and hard-to-fill positions, including veterinary professionals, veterinary technicians, shelter operations staff, and leadership roles.
• Build relationships with passive candidates and maintain ongoing engagement with prospective talent.
• Utilize creative sourcing methods to identify and attract qualified candidates.
• Proactively recruit through networking, industry associations, educational institutions, community partnerships, and professional organizations.
• Maintain evergreen recruiting efforts to support ongoing workforce needs.
• Monitor labor market trends and identify opportunities to improve candidate attraction strategies.

Hiring Manager Partnership

• Act as a trusted advisor to hiring managers throughout the recruitment and selection process.
• Provide guidance on interviewing, candidate evaluation, recruitment strategies, and market conditions.
• Support hiring managers in identifying required competencies, experience, and cultural alignment.
• Facilitate hiring decisions through structured candidate assessments and recommendations.
• Deliver training and resources to managers on effective recruiting and interviewing practices.
• Partner with organizational leaders to anticipate future hiring needs and workforce challenges.

Recruitment Marketing and Employer Brand

• Promote HRA as an employer of choice by communicating the organization's mission, culture, benefits, and career opportunities.
• Manage HRA's presence on recruitment platforms, social media channels, and employer review sites.
• Develop recruitment marketing materials and messaging that support candidate attraction efforts.
• Partner with Communications and other departments to enhance employer brand awareness.
• Represent HRA at career fairs, workforce development events, community outreach activities, and professional conferences.
• Ensure recruitment materials accurately reflect HRA's employee value proposition and workplace culture.

Recruitment Analytics and Process Improvement

• Track and report key recruitment metrics, including:
• Time-to-fill
• Candidate source effectiveness
• Offer acceptance rates
• New hire retention
• Candidate experience feedback
• Hiring manager satisfaction
• Identify opportunities to improve efficiency, candidate quality, and hiring outcomes.
• Develop and maintain recruitment dashboards and reporting tools.
• Support continuous improvement initiatives within recruiting and onboarding processes.

External Partnerships

• Develop and maintain partnerships with colleges, universities, veterinary schools, workforce development organizations, and professional associations.
• Build relationships with community organizations that support diverse candidate pipelines.
• Participate in workforce development initiatives aligned with HRA's mission and staffing needs.
• Serve as an ambassador for HRA within professional and community networks.
• Up to 10% travel.