Talent Acquisition Specialist

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Description

Position Summary: The Talent Acquisition Specialist is responsible for ensuring a smooth recruitment process, including reviewing applicants, conducting interviews, initiating background checks, and supporting onboarding for new hires. This role maintains the Applicant Tracking System (ATS), updates job postings, tracks candidate progress, and manages internal employee changes such as promotions. This position builds and maintains relationships with external recruitment sources, including agencies, universities, and job boards, and participates in job fairs and networking events. This role will also assist with various HR duties and foster positive relationships within the agency while promoting diversity and inclusion.

What does a day on the job as the Talent Acquisition Specialist look like?

• Coordinate the recruitment and hiring process by reviewing applicants, pre-screening candidates, conducting reference requests and scheduling interviews for hiring managers.
• Review new hire forms for accuracy, send new hire required onboarding paperwork and offer letters, initiate background checks and complete C FS tech services requests
• Answer questions and direct applicants and employees concerning all human resources matters.
• Maintain the Applicant Tracking System (ATS); keeping system updated at all times with job descriptions and postings, metrics, candidate standings and progress through the recruitment process
• Conduct new hire onboarding activities, including communication to all key team members regarding new hire start date
• Send out job change letters and job descriptions for internal employee moves and promotions
• Posting and monitoring Internship and Volunteer openings within the ATS and forwarding student applications to appropriate departments
• Manage and update all recruitment job boards both internal and external
• Update and track employee referrals including referral and sign on bonuses
• Develop and maintain positive relationships with employment agencies, schools and universities, other recruitment sources, and other outside vendors
• Plan and attend job fairs, on-campus events and professional networking activities
• Lead new hire file audits and ensure compliance with background screening, position requirements, employment laws and regulations.
• Assist with New Hire orientation by tracking attendees, coordinating orientation date with hiring managers, sending orientation invites and room set up
• Support and make recommendations to improve HR policies and processes.
• Participate in developing department goals, objectives and processes.
• Maintain current working knowledge of the HRIS.
• Maintain knowledge of Agency programs and services.
• Maintain positive working relationships with program staff and others within the agency.
• Participate and contribute to department Quality Improvement process.
• Perform other related duties as requested.
  
  

The Qualified Candidate Will Have

• Bachelor’s degree
• Minimum of one (1) year of HR experience, preferably of in-house recruiting experience
• Reliable transportation and Valid NYS Drivers License required to travel between agency locations and to local events as needed
• Ability to work independently and function as a member of a team
• High degree of personal accountability and ability to properly manage confidential information and to handle sensitive matters with empathy and discretion
• Effective oral and written communication skills.
• Excellent interpersonal skills.
• Excellent analytical and problem-solving skills.
  
  

Competitive Pay Rate of $30-$32 per hour based on education and experience.

Schedule Information: 35 hour work week with hybrid schedule allowing for 2 days per week remote

CFS offers full-time employees the below benefits to support our employees and their families and help to create a healthy work environment.

• Paid Time Off (PTO) –20 PTO Days (25 Days After Five Years of Employment)–14 Paid Holidays (includes 2 flex holidays)– Bereavement: Four Paid Days– Paid Jury Duty
• Employer Paid Life Insurance
• Medical, Two Plan Options
• Dental, Two Plan Options
• Vision Insurance
• Wellness Program and Incentives
• Health Savings Account (HSA) and Quarterly Employer-Contributions
• Healthcare Flexible Spending Account (FSA)
• Dependent Care FSA
• Employee Referral Bonus
• Qualifying Employer for Public Service Student Loan Forgiveness Program (PSLF)
• 403(b) Right Away and Employer-Contributions After Two Years
  
  

CFS Diversity Statement: Within our agency and in the communities that we serve, C&FS is committed to diversity and inclusion with race equity at the center. Every day we work to promote safety, health, and wellness. We will not stop until Black, indigenous and people of color are free from racism and experience peace, prosperity and well-being.

Child & Family Services is an Equal Opportunity Employer: Child & Family Services provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, veteran or familial status, or genetics. In addition to federal law requirements, Child & Family Services complies with applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer leaves of absence, compensation, and training.

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)