Recruiter (Temporary)

Grand Canyon Education (GCE) is a rapidly growing educational service company that has long been an industry leader in providing educational, operational and technological support services to the post-secondary education sector. Formerly part of Grand Canyon University (GCU), GCE still works closely with GCU to benefit thousands of students, families and the local inner-city community. We put people first, drive innovation, and do good in the community that we live and work in.

Job Summary

The Talent Acquisition Partner (TAP) serves as a strategic recruitment professional, independently managing the full-cycle recruitment process to support Grand Canyon Education and Grand Canyon University. This role is responsible for consulting with hiring managers, collaborating with HR Business Partners (HRBPs), developing and executing customized recruiting strategies, and ensuring compliance with all relevant regulations. The TAP is expected to take ownership of their work, foster strong relationships with stakeholders at all levels across the organization, and demonstrate flexibility, including availability beyond standard business hours to meet critical hiring needs.

Key Responsibilities

Full-Cycle Recruitment:

• Manage all aspects of the recruitment process, including job requisition management, sourcing, screening, interviewing, and offer negotiation.
• Collaborate with hiring managers and HRBPs to define job requirements, ensuring alignment with organizational goals and department needs.
• Leverage Workday and other tools to post positions, track candidates, and document recruitment activities.
• Take ownership of the hiring process by recommending top candidates to hiring managers, ensuring strategic hiring decisions rather than simply fulfilling requests.
  
  

Stakeholder Collaboration

• Build and maintain strong relationships with hiring managers and HRBPs, offering expertise on recruitment strategies, market trends, and best practices.
• Train and educate hiring managers on interview techniques, best practices in candidate selection, and compliance requirements.
• Act as a trusted partner, advising stakeholders on market trends, talent availability, and best practices.
• Facilitate regular check-ins with hiring managers and HRBPs to ensure satisfaction with the recruitment process and address any challenges proactively.
  
  

Sourcing And Candidate Engagement

• Develop innovative sourcing strategies to attract diverse talent, including networking, social media outreach, and community partnerships.
• Build and maintain robust candidate pipelines for critical roles.
• Conduct behavioral-based and skills-focused phone screenings to ensure candidates align with role requirements and organizational values.
• Represent Grand Canyon Education and Grand Canyon University as a brand ambassador, delivering an exceptional candidate experience.
• Communicate proactively with candidates, providing updates and managing expectations throughout the process.
• Gather feedback from candidates post-interview to identify areas for process improvement.
  
  

Process Excellence And Compliance

• Ensure compliance with all federal, state, and organizational policies throughout the recruitment process.
• Maintain accurate and timely documentation of recruitment activities in Workday, ensuring transparency and accountability.
• Continuously assess and improve recruitment processes to enhance efficiency and the candidate experience.
• Monitor and analyze key recruitment metrics, such as time-to-fill, quality-of-hire, and source effectiveness.
• Provide regular updates to leadership on recruitment performance, trends, and challenges.
  
  

Team Collaboration And Improvement

• Partner with other Talent Acquisition team members and HRBPs to share strategies, improve processes, and collaborate on cross-departmental hiring needs.
• Actively participate in team meetings, sharing insights and best practices to enhance team efficiency and outcomes.
• Exhibit professionalism, ownership, and accountability in all aspects of recruitment.
  
  

Key Expectations

• Ownership: Take full accountability for assigned requisitions and outcomes, demonstrating initiative and a solutions-oriented mindset.
• Flexibility: Be available beyond standard business hours to support critical hiring needs, ensuring responsiveness to stakeholders and candidates.
• Collaboration: Foster strong consultative partnerships with hiring managers, candidates, and team members to drive successful hiring outcomes.
• Professionalism: Represent the organization with an entrepreneurial mindset and a high level of integrity, acting as a business owner by ensuring compliance, and driving innovation.
  
  

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience).
• 5 years of full-cycle recruiting experience in a fast-paced environment.
• Experience training hiring managers on recruitment best practices and interview techniques.
• Strong knowledge of ATS platforms (Workday preferred) and sourcing tools.
• Exceptional communication and interpersonal skills, with the ability to build strong relationships and effectively collaborate across all levels of the organization, including senior leadership.
• Proven ability to manage multiple requisitions and priorities simultaneously.
• Experience in planning and executing hiring events, job fairs, and other recruitment initiatives.
• Knowledge of employment laws and compliance requirements.
  
  

Preferred Qualifications

• Experience recruiting for higher education.
• Bilingual (English/Spanish or other languages).
  
  

Performance Measures

• Time-to-Fill: Meeting or exceeding established timelines for hiring.
• Candidate Experience: High satisfaction scores based on candidate feedback.
• Stakeholder Feedback: Positive feedback from hiring managers and HRBPs regarding communication, collaboration, and outcomes.
• Process Adherence: Compliance with organizational policies and accurate documentation in Workday.