Talent Acquisition Specialist

Talent Acquisition Specialist

FLSA Status: Full-time, Exempt
FTE: 1.0
Salary Range: $68,000 - $72,000/annually

Purpose:

The Talent Acquisition Specialist is responsible for research, development, and implementing effective recruiting and staffing strategies to attract a diverse pool of qualified and capable talent for the organization. The Talent Acquisition Specialist will also be responsible for conducting and leading new hire orientation.

Key Responsibilities:

Duties and Responsibilities:

• Develop, facilitates, and implements all phases of the recruitment process.
• Collaborates with department manager or hiring manager to identify and draft detailed and accurate job descriptions and hiring criteria.
• Identifies and implements efficient and effective recruiting methods and strategies based on the available role, industry standards, and the organization's needs.
• Responsible for job posting and advertisement processes.
• Screens applications and selects qualified candidates.
• Schedules interviews; oversees preparation of interview questions and other hiring and selection materials, assists with the interview process, attending and conducting interviews with managers, directors, and other stakeholders.
• Collaborates with the hiring manager and/or other human resource staff during the offer process, identifying and recommending salary ranges, incentives, start dates, and other pertinent details.
• Attends and participates in job fairs and recruiting sessions.
• Cultivate and maintain relationships with professional groups, higher education programs relevant to Guild’s work, and peer organizations.
• Track recruitment and hiring metrics and achieve quarterly and annual goals.
• Performs other duties as assigned

Required Skills/Abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal skills with good negotiation tactics.
• Ability to create and implement sourcing strategies for recruitment for various roles.
• Proactive and independent with the ability to take initiative.
• Excellent time management skills with a proven ability to meet deadlines.
• Familiarity with laws, regulations, and best practices applicable to hiring and recruitment.
• Proficient with or the ability to quickly learn applicant-tracking software or other recruitment systems.
• Proficient with Microsoft Office Suite or related software.

Education and Experiences:

• Associate degree in relevant field and five years of progressive human resources experience OR equivalent compensation of education and professional experience.
• Experience in the nonprofit and/or healthcare sectors.

Guild’s Employer Promise

We know you do your best work when you feel supported and have the flexibility to meet all of life’s demands, no matter what those demands might be. Guild is an environment where your emotional, physical, and social wellbeing matters. A place where we’re motivated to care for each other and to work together to make a difference in the lives of our clients. We show up for our clients and we show up for each other. And Guild shows up for you

About Guild

Guild is a Minnesota not-for-profit 501(c)(3) organization that empowers those living with mental illness and/or experiencing long-term homelessness by helping them find the tools they need to lead stable, fulfilling lives in communities of their choosing.

Benefit Highlights

Guild Services offers a range of benefits, including medical, dental, and vision coverage; flexible spending, HSA, short and long-term disability; Paid Time Off; paid holidays; wellness hours; 403(b); life insurance; and more. Eligibility requirements and other terms and conditions apply.

• Flexible work arrangements
• Autonomous managers
• Modern technology (enables flexibility, communication, and collaboration)
• Supportive culture
• Investment in individual and group training and development

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)