Lead, Talent Acquisition

The role:

The Lead, Talent Acquisition, reports to the Senior Vice President, Human Resources, and leads the talent acquisition function including the recruitment and selection of teammates and leaders who support the Board’s mission, vision, and values. Beyond managing the day-to-day recruiting operations, the Lead develops and drives a talent acquisition strategy to optimize the Board’s success.

What you will do:

• Develop and implement a talent acquisition strategy to identify the most appropriate sourcing, evaluation, and selection of highly qualified and diverse talent.
• Lead the full cycle recruitment process for all levels and roles across the Board, including kickoff calls, job posting, candidate screening, scheduling, interviewing, selection, and onboarding while ensuring a positive candidate experience.
• Build and maintain strong partnerships with Board leaders to understand business needs, key initiatives, technical requirement, and team dynamics, and proactively identifies talent solutions while providing high quality consultation on recruitment strategies and challenges.
• Develop data and metrics to measure recruiting and hiring success, report regularly on the results, and use data insights to adjust recruitment strategies and tactics.
• Design, define, and oversee candidate sourcing strategies including referral programs, social and professional networking, external recruiters, and social media strategies.
• Build and maintain recruiting policies, procedures, and onboarding processes to enhance recruiting effectiveness.
• Develop and implement an external employment branding strategy, in partnership with Marketing & Communications, to ensure the Board effectively communicates our compelling story.
• Contribute to Workday HCM implementation and adoption by serving as the HR team implementation lead for recruitment, applicant tracking and onboarding related modules.
• In collaboration with Learning & Development, develop and implement an effective onboarding program for new hires, ensuring a smooth transition into the organization.
• Interpret, administer, and ensure all talent acquisition policies and processes are compliant with federal, state, and local regulations regarding employment and equal opportunity laws.
• Maintain and refresh role descriptions, and in collaboration with HR team, recommends compensation levels to hiring managers.
• Support DEI efforts by integrating outside expertise with ongoing HR initiatives.
• Contribute to Human Resources team projects and initiatives and performs other related special projects and duties, as assigned.

What you need to succeed in the role:

• A minimum of five years of full-cycle recruiting, sourcing, and candidate assessment experience. Prior professional services recruiting experience preferred.
• A bachelor’s degree in human resources, business administration, or related field; SHRM certification preferred.
• An ability to work on-site at the 2000 Market Street office in Philadelphia.
• Experience negotiating job offers and managing the offer acceptance process.
• Proficiency with Microsoft Office and experienced with HRIS technologies including applicant tracking systems (ATS); Workday experience strongly preferred.
• Strong consultative and critical thinking skills, with strong service orientation in responding to internal and external customer needs.
• Sound knowledge of various sourcing techniques/tools (e.g., professional platforms, social networks) and experience with employer branding initiatives.
• Ability to develop and maintain long-term strategic relationships with candidates as well as internal teams and external partners.
• Ability and demonstrated interest to deeply understand the business, roles, skills, and attributes required for each role in the organization.
• Strong communications skills (verbal, active listening, and written) to understand situations and convey appropriate information in a clear, accurate, factual, and helpful manner.
• An ability, interest, and desire to stay current via seminars, industry literature, and formal training and development.
• Ability to work on-site Tuesday through Thursday at the 2000 Market Street office in Philadelphia.
• An ability to effectively work remotely utilizing an uninterrupted internet connection, as required.

We offer a generous benefits package for eligible employees.

• Medical, dental, and vision coverage.
• Defined benefit pension plan.
• 403(b)(9) retirement savings plan.
• Generous paid time off, including sick time, holidays, and 22 days of personal leave.
• Tuition assistance.
• Employee Assistance Plan and other health and well-being resources.
• Employer-paid death benefits with opportunities to purchase additional coverage.
• Employer-paid Short-Term and Long-Term disability coverage.
• Access to the Board’s education and grant assistance programs.
• Discount programs on entertainment, travel, and more.
• Satisfaction gained from working for a service-oriented employer.
• Volunteer and other service opportunities in the community at large.

Our recruiting process is simple.

If you’re interested in a role at the Board of Pensions, apply online at pensions.org. If your skills match an open position, one of our recruiters will set up a phone or Microsoft Teams interview to discuss your interests, background, and skills. They’ll also answer any questions you might have. If you are selected to continue with the recruitment process, you will meet the hiring manager and other relevant team members.

To protect the health of our staff, we encourage everyone to receive FDA-approved vaccinations that may reduce the spread of certain infectious diseases, such as the flu and COVID-19.

We are an Equal Opportunity Employer.

The Board of Pensions of the Presbyterian Church (U.S.A.) is proud to be an equal opportunity employer We value diversity, equity, and inclusion and do not discriminate based on race; color; sex; national origin; age; pregnancy, childbirth, or a related medical condition; military/veteran status; marital/domestic partner status; physical or mental disability; medical condition; religion or religious affiliation, except where determined to be a bona fide occupational qualification; sexual orientation; gender; gender identity or expression; genetic information; ancestry; or any other category protected by applicable federal, state, or local law.