What are the responsibilities and job description for the Recruiter/TA Specialist position at Global Technical Talent, an Inc. 5000 Company?
Job Function:
Talent Acquisition: Sources, identifies, and secures applicants for internal and external positions. Develops and implements staffing processes and provides consultation and advice.
Key Responsibilities:
Selection and Staffing: Administers screening and selection tools. Recommends interview questions to hiring managers. Provides hiring managers with tools to assist in the selection process. Ensures staffing processes comply with laws and regulations. Escalates candidate concerns. Consultation Provides information to managers on staffing and guides managers to appropriate staffing solutions (temporary, contingent, regular, etc.). Provides information to managers on the recruitment process and general staffing.
Branding: Supports initiatives that enhance the organization's brand in the employment market.
Talent Sourcing: Sources and pre-screen proactive candidates for recruiters. Collaborates with hiring managers and/or vendors, if appropriate, to identify appropriate recruitment channels.
Process Improvement: Recommends process improvements and participates in department projects and initiatives.
Education/Experience/Certifications:
Education: Typically, a bachelor's degree in business, psychology, sociology, finance, human resources, or other related field or equivalent experience.
Experience: Typically, two or more years in human resources.
Certifications, Licenses, and Training: PHR, SPHR, SHRM-CP or SHRM-SCP preferred; other HR certifications a plus (e.g., CEBS, CBP, CCP, AIRS).
Competencies (Knowledge, Skills, Abilities)
Functional Competencies:
Intermediate knowledge of employment laws related to the area of discipline.
Working knowledge of PGE's policies, procedures, collective bargaining agreements, and benefit plans.
Working knowledge of industry best practices related to the area of discipline.
Working skills in project management.
Working skills in facilitation and presentations.
Working skills in systems and programs used in functional areas, including data retrieval.
General Competencies:
Intermediate customer focus skills.
Working safety leadership skills.
Working skills in analytical thinking.
Intermediate skills in problem-solving.
Intermediate oral and written communication skills.
Intermediate interpersonal skills.
Working decision-making skills.
Intermediate organization and prioritization skills
Working knowledge of business process interrelationships
Intermediate business acumen skills
Intermediate skills in change leadership
Physical and Cognitive Demands: Cognitive Level
Intermediate: Consistent use of relevant principles to solve practical problems and deal with various concrete variables in situations where only limited standardization exists.
Cognitive:
Ability to adhere to set response times, deadlines, and time-sensitive tasks.
Ability to follow accuracy standards.
Ability to follow through on decision-making tasks.
Ability to interact effectively and collaboratively within a team environment.
Ability to communicate and problem-solve when under stress.
Ability to respond and adapt to frequent change.
Ability to accept and demonstrate self-awareness when provided with constructive feedback.
Ability to discern feedback and acknowledge ownership of areas of improvement.
Ability to avoid future mistakes by applying reasonable skills to new but similar work situations or tasks.
Ability to successfully collaborate with peers, managers, and others within the organization.
Demonstrates sound memory.
Ability to process new information to be applied consistently to work tasks.
Schedule/Attendance:
Ability to occasionally work long hours.
Ability to occasionally work a variable schedule.
Ability to report to work and perform work during periods of severe inclement weather.
Ability to consistently meet attendance standards for regular, reliable, predictable, full-time attendance [for part-time positions, change to part-time attendance].
Talent Acquisition: Sources, identifies, and secures applicants for internal and external positions. Develops and implements staffing processes and provides consultation and advice.
Key Responsibilities:
Selection and Staffing: Administers screening and selection tools. Recommends interview questions to hiring managers. Provides hiring managers with tools to assist in the selection process. Ensures staffing processes comply with laws and regulations. Escalates candidate concerns. Consultation Provides information to managers on staffing and guides managers to appropriate staffing solutions (temporary, contingent, regular, etc.). Provides information to managers on the recruitment process and general staffing.
Branding: Supports initiatives that enhance the organization's brand in the employment market.
Talent Sourcing: Sources and pre-screen proactive candidates for recruiters. Collaborates with hiring managers and/or vendors, if appropriate, to identify appropriate recruitment channels.
Process Improvement: Recommends process improvements and participates in department projects and initiatives.
Education/Experience/Certifications:
Education: Typically, a bachelor's degree in business, psychology, sociology, finance, human resources, or other related field or equivalent experience.
Experience: Typically, two or more years in human resources.
Certifications, Licenses, and Training: PHR, SPHR, SHRM-CP or SHRM-SCP preferred; other HR certifications a plus (e.g., CEBS, CBP, CCP, AIRS).
Competencies (Knowledge, Skills, Abilities)
Functional Competencies:
Intermediate knowledge of employment laws related to the area of discipline.
Working knowledge of PGE's policies, procedures, collective bargaining agreements, and benefit plans.
Working knowledge of industry best practices related to the area of discipline.
Working skills in project management.
Working skills in facilitation and presentations.
Working skills in systems and programs used in functional areas, including data retrieval.
General Competencies:
Intermediate customer focus skills.
Working safety leadership skills.
Working skills in analytical thinking.
Intermediate skills in problem-solving.
Intermediate oral and written communication skills.
Intermediate interpersonal skills.
Working decision-making skills.
Intermediate organization and prioritization skills
Working knowledge of business process interrelationships
Intermediate business acumen skills
Intermediate skills in change leadership
Physical and Cognitive Demands: Cognitive Level
Intermediate: Consistent use of relevant principles to solve practical problems and deal with various concrete variables in situations where only limited standardization exists.
Cognitive:
Ability to adhere to set response times, deadlines, and time-sensitive tasks.
Ability to follow accuracy standards.
Ability to follow through on decision-making tasks.
Ability to interact effectively and collaboratively within a team environment.
Ability to communicate and problem-solve when under stress.
Ability to respond and adapt to frequent change.
Ability to accept and demonstrate self-awareness when provided with constructive feedback.
Ability to discern feedback and acknowledge ownership of areas of improvement.
Ability to avoid future mistakes by applying reasonable skills to new but similar work situations or tasks.
Ability to successfully collaborate with peers, managers, and others within the organization.
Demonstrates sound memory.
Ability to process new information to be applied consistently to work tasks.
Schedule/Attendance:
Ability to occasionally work long hours.
Ability to occasionally work a variable schedule.
Ability to report to work and perform work during periods of severe inclement weather.
Ability to consistently meet attendance standards for regular, reliable, predictable, full-time attendance [for part-time positions, change to part-time attendance].
