Field Corporate Recruiter

Responsibilities

• Affirmative Action Compliance:
• Proactively build relationships with potential candidates, industry professionals, and diverse talent communities to expand the talent pipeline.
• Prepare and submit required reports, documentation, and statistical analyses related to AAP compliance.
• Support the development and execution of diversity and inclusion programs and initiatives to attract and retain diverse talent.
• Oversee and ensure compliance with the company's Affirmative Action Plan (AAP) and other equal employment opportunity regulations.
• Screen resumes and assess candidates' qualifications and fit for specific positions.
• Collaborate with HR and legal teams to develop and implement policies and practices that promote diversity, equity, and inclusion in the recruitment process.
• Source potential candidates through proactive networking, social media platforms, job boards, career fairs, and other relevant channels.
• Partner with internal stakeholders to promote a culture of inclusion, diversity, and equity in all aspects of the recruitment process.
• Conduct on-site interviews and participate in recruitment events to attract and engage top talent.
• Coordinate and schedule interviews, conduct reference checks, and assist in the onboarding process.
• Provide guidance and training to hiring managers and HR teams on best practices for diversity recruitment and unconscious bias mitigation.
• Monitor and analyze workforce demographics and applicant flow data to identify potential disparities and develop action plans for improvement.
• Diversity and Inclusion Initiatives
• Collaborate closely with hiring managers to understand their needs, provide guidance, and facilitate the hiring process.
• Develop and implement effective recruitment strategies to attract and hire qualified candidates across various job levels and departments.
• Represent the company at career fairs, industry events, colleges/universities, and other recruitment-related activities.
• Field Recruitment Activities:
• Recruitment Strategy and Execution:

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c) Administration