HR & Talent Acquisition Specialist

Under the supervision of HR and SRP Leadership, the HR & Talent Acquisition Specialist supports the full lifecycle recruitment needs of the Supervised Release Program. This position coordinates recruitment activities from requisition intake through offer and pre-employment processing, supports hiring managers throughout the selection process, and maintains accurate recruitment and employee records. In addition to recruitment, the Talent Acquisition Specialist provides operational support for HRIS administration, employee offboarding, timekeeping, benefits inquiries, compliance documentation, and process improvement. The position helps ensure that recruitment and related HR processes are completed accurately, efficiently, and in accordance with organizational policies and established procedures. Responsibilities include but are not limited to: Recruitment Coordination & Full-Cycle Support: • Oversee the execution of an effective full-cycle recruitment process, including requisition intake, job postings, sourcing support, screening coordination, and candidate communication; • Maintain an up-to-date requisition log and ensure data accuracy throughout the hiring process; • Coordinate and initiate background & motor vehicle checks, drug tests, offer letters, degree verification, job description acknowledgment and wage notices for selected candidates; • Identify and implement sourcing strategies that attract qualified and diverse candidates, including job boards, community partners, and professional networks; • Administer the organization's ATS to ensure timeliness and accuracy; and • Track and report on recruitment progress and other metric reporting. Hiring Manager Support & Communication: • Provide training and guidance to Hiring Managers on recruitment processes, timelines, and protocols; and • Represent the People Team and SRP in communications with candidates and partners. HRIS Administration: • Maintain accurate employee records in the HRIS system; • Enter and update employee information including hires, terminations, promotions, transfers and any employee changes related to SRP; • Generate routine and ad-hoc HRIS reports related to employee data, HR metrics, and operational needs; • Conduct periodic data audits to identify discrepancies and implement corrections as needed to ensure data integrity; • Troubleshoot basic HRIS issues and escalate system concerns to the supervisor when necessary; and • Provide guidance and basic training to SRP managers and employees on the use of the HRIS system. Offboarding: • Process employee separations in the HRIS system, including submitting Personnel Action Forms (PAFs); • Coordinate offboarding procedures by sending departing employees required separation information and next steps, including benefits continuation details; and • Ensure HR systems and employee records are updated appropriately following SRP employee departures in accordance with organizational policies and record retention requirements. Timekeeping and Payroll Support: • Understand timesheet codes, timesheet process and timelines to be able to assist programs and payroll team; amd • Resolve timecard discrepancies and assist managers and employees with timekeeping issues and inquiries as needed. Benefit Support: • Participate in training around benefits administration such as medical, dental, vision, 403b etc; • Respond to basic employee inquiries related to benefits; and • Assist with benefit administration activities including open enrollment and wellness initiatives. Compliance and Recordkeeping: • Maintain organized employee files and records to ensure HR records meet legal and Center's retention requirements; • Assist with HR audits by preparing documentation and verifying data accuracy; and • Escalate compliance concerns to the supervisor. Process Documentation and SOP Support: • Assist in developing and maintaining Standard Operating Procedures (SOPs) for Recruitment processes; • Document workflows and update procedures to reflect current practices and system changes; and • Ensure assigned processes are carried out in accordance with established SOPs. Other Functions: • All other duties as assigned. Qualifications: • Bachelor's degree in Human Resources, Business Administration, or a related field with a minimum of 3-4 years of relevant experience or Associate's degree with 7-8 years of relevant experience; • PHR or SHRM preferred; • A minimum of three years of human resource experience in high-volume recruitment, sourcing, etc.; • Strong sourcing skills using diverse tools and platforms; • Experience with ATS administration; • Strong attention to detail and follow-through; • Excellent verbal and written communication skills; • Excellent interpersonal, negotiation, and conflict resolution skills; • Excellent organizational skills and attention to detail; • Excellent time management skills with a proven ability to meet deadlines; • Strong analytical and problem-solving skills; • Ability to prioritize tasks and to delegate them when appropriate; • Ability to act with integrity, professionalism, and confidentiality; • Thorough knowledge of employment-related laws and regulations; • Proficient with Microsoft Office Suite or related software; and • Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Position Type: Full-time, hybrid with 2 days on site required per week. The standard work week is 35 hours. Position Location: Midtown, Manhattan with rotation to program offices in Brooklyn and Staten Island. Compensation: The compensation range for this position is $80,000 - $95,000 and is commensurate with experience. Benefits: The Center for Justice Innovation offers an excellent benefits package including comprehensive healthcare with a national network, free basic dental coverage, vision insurance, short-term and long-term disability, life insurance, and flexible spending accounts including commuter FSA. We prioritize mental health care for our staff and offer services like Talkspace and Ginger through our healthcare plans. We offer a 403(b) retirement plan with a two-to-one employer contribution up to 5%.