Specialist, Talent Acquisition Jobs

Under the general guidance of the VP, People & Culture the Talent Acquisition Specialist develops, facilitates, and implements all phases of the talent acquisition process in partnership with University supervisors and leadership. The role researches, develops, and implements efficient and effective talent acquisition strategies to attract a diverse pool of qualified candidates in support of the University’s mission, vision, and strategies. The talent acquisition specialist leverages industry knowledge and best practices to promote the mission and vision of the University.

Education/Experience:

• Bachelor’s degree in Human Resources, Business Administration or other relevant discipline, required.
• Minimum three (3) years progressive talent acquisition experience, required.
• Specialized training in recruitment, employment law, and/or organizational planning, preferred.

Certifications/Licenses:

• Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM-CP) certifications, preferred

Knowledge/Skills

• Strong critical thinking and problem-solving acumen
• General knowledge of all aspects of Human Resources, especially focused in talent acquisition
• Familiarity of laws, regulations, and best practices applicable to human resources, especially relative to talent acquisition
• Proactive and independent with ability to take initiative
• Excellent written and interpersonal communication skills
• Proficient with Microsoft Office products
• Effective time management skills with ability to meet competing deadlines.

Essential Duties & Responsibilities:

Talent Acquisition Operations

• Develops and maintains a scorecard of talent acquisition metrics to measure performance, celebrate successes, identify continued areas of opportunities and provide realistic inputs into organizational staffing plans.
• Identifies and implements efficient and effective talent acquisition methodologies and strategies based on the available role, industry standards, and the needs of the organization.
• Schedules and facilitates recurring talent acquisition meetings with hiring managers for the duration of an open requisition and consistently updates hiring manager on requisition activity.
• Efficiently stewards recruitment related expenses balancing quality and timeliness of hire with cost.
• Drives the development, implementation and management of partnership programs that facilitate hiring a diverse workforce.
• Other duties as assigned and/or required.
• Develops, facilitates, implements and guides all phases of the talent acquisition process.
• Proactively ensures the availability of relevant talent acquisition tools (e.g., approved job descriptions, compensation pricing reports, etc.) toward a successful talent acquisition effort.
• Ensures compliance with federal, state, and local employment laws and regulations, and company policies.
• Conducts intake meetings with hiring managers.
• Ensures timely and accurate documentation of talent acquisition process flow(s), recording updates as appropriate.

Sourcing & Position Posting

• As appropriate, works with third-party resources to assist in candidate cultivation.
• In partnership with marketing and communications, develops messaging and materials to demonstrate Adler’s value proposition as an employer of choice.
• Develops and executes approaches to cultivate a pipeline of candidates, through routine and proactive sourcing practices, regardless of actual openings at any one time and based on workforce planning and/or opening frequency trend.

Interview Coordination/Execution

• Participates in the interview process with hiring managers and other stakeholders as appropriate.
• Implements appropriate selection and assessment methods.
• Screens applications and other provided materials to ensure applicant meets minimum qualifications and selects qualified applicants for presentation to the hiring manager. Clearly articulates the candidate's fit against the hiring criteria.
• Coordinates the scheduling of interviews and interview preparation.

Selection & Onboarding

• Initiates background screenings and reference checks.
• In conjunction with other P&C staff, coordinates new hire orientations for all three campuses.
• Negotiates offers of employment and generates written offers to candidates.
• Collaborates with the hiring manager and P&C staff during the offer process, identifying and recommending salary ranges, start dates, and other pertinent details.

Data Maintenance, Reporting & Documentation

• Maintains and consistently updates talent acquisition activity report and effectively report out on talent acquisition activities to relevant internal stakeholders.
• Maintains requisition files inclusive of the collection and maintenance of interview notes, feedback forms, etc.

Work Environment (Physical Demands): The usual and customary methods of performing the jobs functions require the following physical demands: some lifting, carrying, pushing, and/or pulling and significant fine finger dexterity. Generally, the job requires 80% sitting, 10% walking, and 10% standing. This job is performed in a generally clean and healthy environment.

Universal Core Behaviors:

Communication:

• Keeps others informed, as well as responds, in a timely manner.
• Demonstrates match between words and actions.
• Effectively expresses oneself in all oral and written communications.
• Responds with tact, diplomacy, respect and composure when dealing with others.
• Promotes the spirit and essence of the University’s Vision, Mission, Values and Key Strategies through both verbal and written communication.
• Exhibits good listening and comprehension skills.

Teamwork and Collaboration:

• Puts success of the team above own interests.
• Builds and maintains constructive work relationships
• Cooperates with others toward the achievement of common goals.
• Contributes actively and participates fully in team initiatives.
• Seeks consensus and win-win solutions to problems and conflicts.

Responsive to Change:

• Exercises sound, accurate and informed independent judgment when needed.
• Committed to life-long learning by continuously increasing skills, knowledge and effectiveness.
• Displays a proactive, problem-solving approach toward work.
• Actively seeks and initiates creative and innovative solutions.
• Supports changes in the work environment.

Quality-Driven and Accountable:

• Seeks opportunities to increase productivity and/or reduce costs while maintaining highest quality standards (fiscally responsible).
• Anticipates and responds to customer needs.
• Eliminates ineffective activities and closes performance gaps.
• Monitors own performance, accept responsibility for actions and actively seeks feedback.
• Results-oriented and committed to quality through continuous process improvement.
• Meets deadlines and completes projects and activities in professional, timely manner.

Support of Vision, Mission, Values, Key Strategies:

• Supports and models the University’s Values of: social interest, compassion, justice, respect for the individual, honors diversity and difference, intellectual rigor, optimism and collaboration.
• Exhibits personal integrity, honesty, zeal and compassion.
• Aligns work processes to advance the University’s strategic plan and key strategies.
• Demonstrates active commitment in advancing the University’s Vision, Mission and Key Strategies.
• Articulates the University’s Vision, Mission, and Key Strategies in a way to educate others.

Equal Opportunity Employer

It is the policy of Adler University that all persons are entitled to Equal Employment Opportunity (EEO) protection. The University does not discriminate against any individual for employment because of age, religion, race, color, gender, gender identity, sexual orientation, national origin, ancestry, marital status, physical or mental disability, military status (including unfavorable discharge from the military), or any other category protected by federal, state, or local law.

As part of the Adler's equal employment opportunity policy, Adler will also take affirmative action to ensure that minority group individuals, females, disabled veterans, recently separated veterans, other protected veterans, Armed Forces service medal veterans, and qualified disabled persons are introduced into our workforce and considered for promotional opportunities.