Bachelor's degree in Human Resources or related field is preferred
6-8 years of experience in engineering, consulting, or executive search
Experience with hiring and firing authority
Proficiency in talent acquisition methods and recruitment processes
Ability to manage multiple teams and open requisitions effectively
Responsibilities
Manage recruiting teams across multiple subsidiaries to fill open positions
Develop competencies and skills within the recruiting team
Ensure team productivity and prioritization of recruiting actions
Provide training and coaching to team members
Educate hiring managers on talent acquisition methods and regulatory compliance
Maintain relationships with various stakeholders, including branch managers and corporate staff
Create recruitment plans for new professional positions, displaying strategic foresight
Establish recruiting process enhancements to build a strong candidate pipeline
Benefits
Comprehensive training and professional development opportunities
Collaborative working environment
Engagement with various levels of management
Access to diverse candidate pools and sourcing strategies
Focus on compliance with local, state, and federal laws
Full Job Description
Responsibilities
Manages the recruiting teams of multiple subsidiaries and/or Corporate, ensures open requisitions are filled in an effective, efficient manner with the most qualified candidates
Works to develop recruiting team competencies and skills
Ensures team remains productive throughout the day, follows established processes, prioritizes their actions, and focuses on the best opportunities
Provides training, support, and desk-level coaching to assigned team
Educates hiring managers on talent acquisition methods and programs, closing deals, and regulatory requirements
Maintain relationships with branch managers, subsidiary presidents, board members, corporate staff, and hiring managers in assigned regions
Works with hiring and regional managers within assigned regions to develop a recruitment plan for all new open professional level positions, anticipating some to be more labor-intensive than others
Facilitates the partnerships between hiring managers to effectively engage with passive candidates based upon existing relationships
Proactively establishes and identifies recruiting process enhancements to ensure a strong candidate pipeline for multiple skillsets
Crafts and communicates recruiting strategies and provides timely updates to the Director of Talent Acquisition, executive leadership, and hiring managers
Implements policies and procedures related to all phases of talent acquisition activities
Completes and submits all required reporting by the set due dates
Confers with management and discusses long-range professional personnel needs to prepare and implement a recruitment program
Researches, evaluates, and implements new recruitment sources, training, and strategies to optimize recruiting processes
Researches and recommends sourcing tools and recruiting software
Assists with leading all sourcing strategies
Creates processes that help ensure compliance with all local, state, and federal laws and regulations, including Affirmative Action and diversity initiatives
Promotes recruiting strategies designed to attract diverse candidates
Recruiting Specific Duties:
Focuses mainly on filling professional level positions within a region, which is considered a more significant challenge in developing sources of candidates than for the nonprofessional positions. Therefore, there will be a higher need for expertise in the following;
Scouts talent markets and sources candidates globally for open positions
Utilizes sourcing tools such as LinkedIn, competitor websites, information databases, the internet, various job boards, referrals, leveraging of data obtained from new employees hired from competitors, previous applicants stored in the ATS, state, and national licensing portals, internal employees based on transfer preferences, and professional networking sites effectively to search for quality professional passive candidates
Cold calls and pre-screens potential passive candidates to determine correct fit for open professional positions
Utilizes the ATS to process, manage, and communicate with candidates outside of the ATS ("passive candidates")
Conducts pre-interview screenings and reference checks on prospective candidates to ensure organization qualifications are met, as determined between the recruiter and hiring managers
Conducts initial interviews to obtain specific work history, education and training, job skills, compensation needs, and other qualifications and/or needs of applicants
Informs applicants of job duties and responsibilities, compensation and benefits, work schedules and working conditions, company and union policies, promotional opportunities, and other related information
Arranges travel and lodging for selected applicants at company expense
Builds and maintains market-specific candidate databases for all markets within a region
Work with external recruiters and employment agencies to identify and recruit candidates, as needed
Assists with non-professional positions on a case-by-case basis
Occasionally visits branch offices to gain an understanding of the local office culture and personnel
Researches and attends local networking, engineering organization, and career fair events when appropriate
Stays abreast of competitor business activities that might affect recruiting efforts (acquisitions, lay-offs, branch closings, etc.)
Qualifications
BA/BS in Human Resources or similar preferred
6 - 8 years of related experience working in the engineering or consulting industry, for an executive search firm, or in a position with hiring/firing authority
