JOB SUMMARY
Manages a small team of recruiters assigned to support staffing operations and programs for a particular line of business. Develops recruiting strategies based on line of business hiring needs and facilitates recruiting activities. Consults with managers to develop recruiting plans and programs to achieve business goals.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Leads key initiatives and manages larger scale/impact programs, including diversity initiatives, transitions, special interest areas.
Recommends qualified candidates to hiring managers and HR Generalists for regular exempt and nonexempt positions after interviewing candidates and assessing strength of qualifications against job requirements. May extend job offer and negotiate terms
Identifies and develops sources for qualified candidates by establishing relationships with placement agencies, colleges, universities, technical schools, diversity community agencies, etc.
Advises on strategic development of recruitment advertising.
Coaches, mentors and provides training to recruiters and associate recruiters. Acts as backup support to other recruiting staff, including the Manager.
Advises hiring managers on best practice recruitment and selection;
Verifies pre-employment hiring documentation, reviews hiring decision. Evaluates and adjudicates pre-employment background checks.
Identifies and develops sources for qualified candidates by establishing relationships with placement agencies, colleges, universities, technical schools, diversity community agencies, etc.
Performs other duties as assigned.
SUPERVISORY RESPONSIBILITIES
Provides formal supervision to individual employees within single functional or operational area. Recommends staff recruitment, selection, promotion, advancement, corrective action and termination. Plans and monitors appropriate staffing levels and utilization of labor, including overtime. Prepares and delivers performance appraisal for staff. Mentors and coaches team members to further develop competencies. Leads by example and models behaviors that are consistent with the company's values.
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.
EDUCATION and EXPERIENCE
Bachelor's degree (BA/BS) from 4-year college or university in human resources or related field or comparable combination of education and experience. Minimum of 3 years of full lifecycle staffing or recruiting required. Previous staffing management experience preferred.
CERTIFICATES and/or LICENSES
None
COMMUNICATION SKILLS
Excellent written and verbal communication skills. Strong organizational and analytical skills. Ability to provide efficient, timely, reliable and courteous service to customers. Ability to effectively present information.
Ability to respond effectively to sensitive issues.
FINANCIAL KNOWLEDGE
Requires advanced knowledge of financial terms and principles. Ability to calculate intermediate figures such as percentages, discounts, and commissions. Conducts advanced financial analysis.
REASONING ABILITY
Ability to comprehend, analyze, and interpret complex documents. Ability to solve problems involving several options in situations. Requires advanced analytical and quantitative skills.
OTHER SKILLS and ABILITIES
Fully competent in specific HR concepts with emphasis on staffing processes, internal HR policies, employment law and interviewing techniques or equivalent demonstrated skills and abilities. Strong personal computer skills using Microsoft Office, Internet software, and human resources information system (HRIS) and applicant tracking system (ATS) applications. Demonstrated knowledge of basic human resource functions such as compensation, benefits, employee/labor relations, training and development.
SCOPE OF RESPONSIBILITY
Decisions made with thorough understanding of procedures, company policies, and business practices to achieve general results and deadlines. Responsible for setting work unit and/or project deadlines. Errors in judgment may cause short-term impact to department.
CBRE carefully considers multiple factors to determine compensation, including a candidate's education, training, and experience. The minimum salary for the Talent Acquisition Sourcing Specialist position is $95,000 annually and the maximum salary for the Talent Acquisition Sourcing Specialist position is $115,000 annually. The compensation that is offered to a successful candidate will depend on the candidate's skills, qualifications, and experience.
CBRE GWS
CBRE Global Workplace Solutions (GWS) works with clients to make real estate a meaningful contributor to organizational productivity and performance. Our account management model is at the heart of our client-centric approach to delivering integrated real estate solutions. Each client is entrusted with a dedicated leader and is supported by regional and global resources, leveraging the industry's most robust platform. CBRE GWS delivers consistent, measurably superior outcomes for our clients at every stage of the lifecycle, and across industries and geographies.
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