Job Summary
The Talent Acquisition Specialist (Specialist) performs full-cycle recruiting, position management, process improvements, data analytics, reporting, and training. Responsible for recruiting staff for all business units, the Specialist partners with hiring managers to manage and execute recruiting process functions, and provides consultative services to meet talent acquisition needs and strategic objectives while providing a superior service experience for UFCU's candidates and hiring managers. The Specialist has an exceptional understanding of data and related HRIS software, and leverages that knowledge to strategically fulfill the organization's talent needs. The TA Specialist is also responsible for co-leading the intern program, with an eventual transition to full program management.
About UFCU UFCU is not just a financial institution, and our people are not just employees. We serve our Members, empower their financial success, and build financial healthy communities. Our employees are Members. They are innovative, agile, Member-obsessed leaders who are driven to be the best and always do the right thing. Our competitive compensation and benefits package support employees and their loved ones because our people are at the center of all we do. We work in a collaborative, diverse, and inclusive environment that fosters innovation, performance excellence, and career growth. If you are seeking a challenging, purpose-driven career that makes a difference in our communities, UFCU is the place for U.
Essential Functions
Talent Acquisition Full-Cycle Recruiting

• Manage the process for filling positions across all departments, including job postings, sourcing, reviewing resumes, screening candidates, scheduling interviews, running background checks and pre-employment screening, placing candidates, making job offers, negotiating compensation, and new hire onboarding.
• Build and maintain collaborative relationships with business leaders and hiring managers to deliver superior customer service to all internal and external stakeholders.
• Collaborate with hiring managers to identify and draft detailed and accurate job descriptions, hiring criteria, and interview questions.
• Collaborate with hiring managers, Organizational Development, and other Human Resources professionals to maintain effective and compliant interview questions and interview tools.
• Recruit active and passive candidates, attract highly qualified candidates, and move them through UFCU's talent acquisition process resulting in hires of the highest caliber.
• Build and manage candidate pipelines, and assess priority levels of current and future positions to appropriately focus recruiting efforts.
• Assist the TA Manager in developing employer branding strategies to achieve talent acquisition objectives, establish UFCU as a recognizable employer of choice, and engage talent to explore opportunities within the organization.
• Provide advice, counsel, and technical assistance on the hiring process, interviews, employment laws relevant to hiring, and other human resource related issues.

Position Management

• Monitor, track, and reconcile open, filled, and anticipated positions organization-wide.
• Produce and distribute accurate and timely reports on status of positions.
• Collaborate with TA, Human Resources (HR), and other organizational leaders to understand and anticipate organizational talent needs and special projects/initiatives that will impact position management.
• Manage Applicant Tracking System, respond to user inquires, train new users, and collaborate with HR Business Systems Analyst and IT to resolve problems.

Process Improvements

• Identify and implement cost-effective techniques to attract applicants and meet talent acquisition needs.
• Effectively use grass roots tools, such as job boards, social media, job fairs, networking meetings, employee referral programs, and staffing agencies.
• Continuously evaluate TA processes and practices.

Data Analytics and Reporting

• Input data into relevant dashboards to manage positions, and produce and analyze report on key metrics.
• Regularly communicate recruiting successes and challenges to internal stakeholders and HR leadership.

Training

• Deliver training on various aspects of the TA process to hiring managers on a one-on one basis or in group settings, and collaborate with Organizational Development to design training.

Intern Program Management

• Assist the Manager, TA to create strategy for the program, execute deliverables, and ensure it aligns with organizational goals.
• Support intern managers through the intern lifecycle.
• Consult with hiring managers during recruiting and interview process.
• Plan and execute events and cohort projects for summer interns.
• Recruit and onboard interns
• Draft email campaigns to attract candidates
• Cultivate relationships with the career services department at UFCU's partner universities.

Other Duties

• Collaborate with other HR team members to accomplish program goals and objectives.
• Adhere to all company policies, procedures and business ethics codes.
• Complete required regulatory training as assigned.
• Maintain strict adherence and compliance to all laws, rules, regulations and internal controls specific to the role, including but not limited to Bank Secrecy Act, Anti-Money Laundering, USA Patriot Act, OFAC and Fair Lending regulations.
• Perform other duties as assigned.

Knowledge/Skills/Abilities
Knowledge

• Strong understanding of full cycle talent acquisition best practices for large, complex, multi-site, and multi-disciplined organizations
• Strong understanding of recruiting metrics and talent acquisition reporting practices and methods
• Strong knowledge of equal employment opportunity law and best practices for diversity, equity, and inclusion in full cycle talent acquisition
• Strong computer skills including proficiency in database software, applicant tracking systems, and Microsoft Office Suite

Skills

• Excellent professional spoken, written, interpersonal, active listening, and presentation communication skills
• Excellent project management, time management and organizational skills
• Excellent analytical skills, with high attention to detail
• Advanced customer service skills
• Strong, creative problem-solving skills

Abilities

• Ability to utilize a consultative approach to talent acquisition
• Ability to act proactively and with a sense of urgency
• Demonstrated success managing multiple projects and tasks in a fast-paced and deadline-driven environment
• Demonstrated success in networking and building talent communities
• Demonstrated ability to deliver and facilitate training to individual contributor and manager-level professionals

Competencies

• Demonstrating Member Obsession
• Demonstrating Innovation
• Demonstrating Performance Excellence

Experience
Minimum Requirements

• Associate's Degree in a related business field. Years of relevant experience may be substituted for degree.
• Minimum of three (3) years of recruiting experience
• Minimum of five (5) years of delivering high-level extraordinary customer service.
• Demonstrated track record of effectively managing multiple competing priorities and 15 open positions at any time
• Experience using advanced recruiting platforms, social media, and other relevant tools, such as ZoomInfo/LinkedIn Recruiter for candidate sourcing and lead generation
• Experience with interviewing and applying behavioral assessment techniques
• Workflow and process-oriented experience, preferably with hiring, selection, and on-boarding
• Experience using Applicant Tracking Systems
• Ability to pass pre-employment background screening, including FBI fingerprint search, credit check, and education and employment verification
• Must be bondable

Preferred Requirements :

• Bachelor's degree in Human Resources or related field
• PHR, Human Resources, or recruiting certification
• Minimum of five (5) years of recruiting experience and Experience using UKG ATS
• Experience in Credit Union or financial services industry
• Bilingual (Spanish-English)
• Six Sigma certification

INDUFCU
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)