Talent Acquisition and Retention Specialist

SUMMARY: The Talent Acquisition and Retention Specialist is responsible for developing and executing strategic plans to attract talent to NSO while also implementing initiatives to develop and retain existing employees, ensuring a high-quality workforce by managing the entire recruitment lifecycle from sourcing candidates through onboarding new hires, working with supervisors to meet employee learning and development needs of employees, and identifying and addressing factors that may lead to employee turnover. The Talent Acquisition and Retention Specialist is expected to maintain confidentiality of all employee issues to the extent allowed under applicable law and ethical standards established for HR professionals.

ESSENTIAL FUNCTIONS:
Talent Acquisition
Collaborate with internal stakeholders to understand the talent needs of the organization, analyze staffing levels and projections to forecast workforce needs
Conduct market research to identify potential talent pools and trends 
Develop strategies for sourcing and acquiring a workforce to meet NSO’s needs and be competitive in the job market
Work with internal stakeholders to develop, update, and post job descriptions and postings across various platforms
Develop and maintain relationships with external recruitment agencies and professional associations and other potential sources for candidates
Use sourcing strategies that include online postings, professional networks, job fairs, and job boards to identify qualified candidates
Craft recruiting emails to attract passive candidates
Work with internal stakeholders to develop internal candidates for promotions and transfers; manage internal referral program
Develop and oversee intern programs
Use the HRIS hiring system to receive and screen resumes/applications
Complete pre-screen interviews with candidates to assess candidate fitness and qualifications
Manage the interview process, including collaborating with and training hiring managers on developing interview questions and conducting effective interviews, scheduling, coordinating with hiring managers, and providing feedback as appropriate 
Facilitate the job offer process, including offer letter preparation and communication with candidates
Coordinate and oversee screening (drug testing, references, background checks, MVR’s) of all candidates with a conditional offer of employment; verify appropriate licensing, certifications, etc. 
Develop and implement employee onboarding processes to ensure smooth integration into the company 
Facilitate transition of candidate to employee, including collaboration with supervisor to develop training schedule, sending candidate new hire welcome packet before first day, coordinate and coordinate access to all appropriate work resources (logins, electronics, keys/fobs, etc.), prepare and coordinate the welcome process
Conduct initial orientation with new employees during initial period to ensure the accurate completion and processing of the pre-employment requirements, review of policies, and enrollment in benefits
Coordinate monthly formal new hire orientation program to introduce new hires to the agency in more depth
Develop and oversee internal mentorship program
Facilitate feedback using surveys and personal contact during an initial period of employment
Ensure that all appropriate documentation related to the recruitment, screening and initial onboarding process is properly gathered and uploaded as appropriate into the HRIS system and system is updated to ensure accurate records pertaining to the process.  
Develop and oversee administration of candidate experience surveys
Provide monthly reports on talent acquisition and retention metrics, including number of open positions, time to fill metrics, offer acceptance, source ROI, first year attrition, quality of hire, overall turnover rates. etc.

Talent Development and Retention
Collaborate with others to develop videos and other resources for basic training needs and self-study for employees
Collaborate with supervisors to identify and address or identify source for specific training needs/development plans for particular positions and employees; track and develop strategies to improve time to productivity 
Coordinate quarterly lunch and learns and/or staff meetings
Develop and administer retention surveys, town halls/focus groups, and other means to collect employee engagement data; analyze and identify potential areas for improvement 
Design and implement employee recognition programs and events
Draft employee communications
Oversee the administration of the performance management program and processes (both formal and informal); assisting supervisors with development of appropriate goals and providing feedback on draft reviews; follow up on appropriate documentation as to development activities, including supervisor one-on-ones
Identify and implement assessment tools applicable to various positions
Conduct exit interviews to understand reason for employee departures and identify areas for improvement

Additional Duties
Assist with maintaining the HRIS system and paper files, including applicant tracking, staff directory, employee files, performance management, I-9s, etc. 
Assist with processing payroll
Ensure compliance with labor laws and company policies.
Participate in orientation/policies and procedure reviews
Address basic employee inquiries and escalate issues when necessary.
Maintain accurate and up-to-date records for all company drivers, including licensing information.
Track and update driver training and safety certification records, including completion of required courses and renewals.
Support HR initiatives and projects as needed.
Perform other duties as may be assigned by supervisor.

JOB REQUIREMENTS:
Minimum 2 years proven experience in talent acquisition and retention strategies
Minimum 2 years of human resources experience, to include working with an HRIS system, Learning and Development
Valid driver’s license and auto insurance in the amounts of $100,000 Bodily Injury Liability, $300,000 Bodily Injury Liability per Accident and $100,000 Property Damage.  
Clearance of background check and drug screen.  This is a Safety Sensitive Position for purposes of the Oklahoma Medical Marijuana Act.

SKILLS AND ABILITIES REQUIRED:
Strong sourcing and screening skills, including proficiency with Applicant Tracking Systems and resume databases
Excellent oral and written communication skills
Strong presentation skills 
Excellent interpersonal skills to build relationships with candidates, hiring managers, and other stakeholders
Ability to analyze data and identify trends to inform decision-making 
Experience with social media recruitment and digital platforms
High sense of ownership and urgency
Ability to work independently with little direction, requires innovation, leadership, and initiative
Ability to maintain confidentiality, self-control, and be open-minded, dependable, trustworthy, compliance-oriented, flexible, adaptable and team-oriented
Exceptional attention to detail and accuracy
Requires ability to handle multiple projects and tasks simultaneously
Knowledge of employment laws and compliance requirements
Advanced knowledge of computer applications, including Outlook, word-processing software in a Windows environment and the ability to learn and master other computer technology/software programs as needed
Experience in the use of standard office equipment

WORKING CONDITIONS:
The majority of the time spent in this position is in a well-lighted, heated and air-conditioned indoor office setting with adequate ventilation.
Frequent (multiple times a week) inter-city travel is required; long-distance travel rare, but may occur
This job requires moderate physical activity performing in a primarily administrative nature.
Frequent periods of high energy and occasional periods of high stress
Regular work schedule is Monday-Friday between 8:30 am-5:00 pm, up to 40 hours per week. Occasionally required to work an evening or weekend. 
One can expect a moderate to high noise level depending on the level of activity in the area. 

The qualifications, physical demands, and work environment described herein are representative of those an employee will encounter and must meet to successfully perform the essential functions of this job.  Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.  The requirements listed in this document are the minimum levels of knowledge, skills, and abilities.

This document does not create an employment contract, implied or otherwise, other than an “at will” relationship.

By signing this job description, the employee/candidate affirms that they possess the knowledge, skills, and abilities necessary to perform the essential functions of the job as stated above, with or without reasonable accommodation.  I understand that my employment with NSO is considered “at will”, meaning that either NSO or I may terminate this employment relationship at any time with or without cause or notice.  I understand that this job description is not intended in any way to create a contractual employment relationship.

Salary : $100,000 - $300,000