Talent Acquisition Specialist

Internal Staffing

• Manages internal transfer process, including screening, coordination of interviews with hiring manager, transfer, and offer letters
• Provides advice to managers on effective internal staffing strategies including career pathing and compensation
• Manages all internal rejections in a way that ensures employees are provided opportunities to work with appropriate management to identify appropriate career paths to achieve their individual career goals within the company

Screening/Interviewing

• Screens resumes, interviews candidates (by phone or in person), administers appropriate assessments and reference/background checking, makes recommendations for hire (or not hire) and delivers employment offers for both exempt and nonexempt position openings within an assigned territory
• Follows up with candidates and hiring managers to obtain feedback regarding recruiting process
• Communicates important employment information during delivery of employment offers (e.g., benefits, compensation, background checks and drug screening requirements)
• Coordinates pre-employment testing, employment verifications, background checks and drug screening
• Manages current candidate activity in the applicant tracking system and manages the requisition process
• Works with hiring managers to ensure compliance with all federal/state laws and regulations, including affirmative action plan compliance

Sourcing

• Uses traditional and nontraditional resources, such as career fairs, online job fairs, community network events, etc., to identify and attract quality candidates
• Develops advertising programs (internal and external) to ensure high visibility with potential candidates

Employee Relations

• Performs as a resource to employee/leaders/managers regarding less complex employee issues and interpreting Company policies, procedures and benefits.
• Conducts new employee orientations
• Assists in monitoring and supporting company policies and procedures and federal/state regulations, including but not limited to FMLA, ADA, sexual harassment investigations, etc
• Conducts exit interviews with employees to determine if corrective actions may retain valued staff
• Works with Human Resource management in variety of less complex employee relations situations and offers recommendations for courses of action and resolution
• Advises managers/supervisors on performance improvement plans and forwards to HR Management for final approval
• Addresses and recommends resolution to issues involving any of the Human Resource programs (benefits, employee relations, etc.)
• Maintains knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Coordinates morale enhancing activities

Benefits/Payroll

• Communicates with employees regarding enrollment deadlines and provides information necessary to the Payroll/Benefits staff for accurate and timely enrollments
• Educates employees on the benefit plan designs. Assists employees to maximize the value of the benefit offerings
• Administers wellness programs and provides information to HR Leadership on the effectiveness of the programs
• Generates payroll reports to assist management, ensures compliance with wage and hour laws, and support accurate payroll processing

Salary range: $58,584 - $86,791

Required Education and Experience:

• Minimum 2 years of related experience
• Bachelor’s Degree or equivalent
• Demonstrated experience providing recruiting services for exempt, non-exempt, and managerial positions in an administrative or technology environment
• Working knowledge of multiple human resource disciplines including compensation practices, diversity, performance management, and federal and state employment laws
• Experience resolving employee relations issues
• PHR/SHRM-CP Certification or equivalent

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)