The Talent Acquisition Specialist is responsible for sourcing, attracting, and hiring top talent to meet the organization’s staffing needs. This role involves managing the full-cycle recruitment process, developing sourcing strategies, and collaborating with hiring managers to ensure a smooth and efficient hiring experience. The ideal candidate is proactive, detail-oriented, and skilled in building strong relationships with candidates and internal stakeholders.

Essential Duties and Responsibilities

Recruitment

• Manage the end-to-end recruitment process, including job posting, sourcing, screening, interviewing, and hiring.

• Develop and implement effective sourcing strategies to attract high-quality candidates through job boards, social media, networking, and referrals.

• Build and maintain a strong talent pipeline for current and future hiring needs.

• Conduct initial phone screenings to assess candidate qualifications, experience, and cultural fit.

• Ensure all recruitment activities comply with labor laws, company policies, and diversity & inclusion initiatives.

• Maintain accurate records of candidate interactions, job postings, and hiring metrics in the applicant tracking system (ATS).

• Analyze recruiting data and provide reports on key hiring metrics, trends, and challenges.

Talent Acquisition Strategy & Coordination

• Partner with hiring managers to understand workforce needs and develop job descriptions and hiring strategies.

• Coordinate and schedule interviews, ensuring a seamless experience for candidates and hiring teams.

• Provide guidance to hiring managers on best practices for interviewing and candidate evaluation.

• Ensure a positive candidate experience by maintaining clear communication throughout the hiring process.

• Promote the company’s employer brand by showcasing workplace culture, benefits, and career opportunities.

• Attend career fairs, networking events, and industry conferences to attract top talent.

• Maintain relationships with past applicants and passive candidates for future opportunities.

Onboarding

• Coordinate and send pre-employment paperwork, offer letters, and background checks.

• Ensure all necessary IT equipment, system access, and workspace setup are ready before the new hire’s start date.

• Communicate with hiring managers and relevant departments to prepare for the new employee’s arrival.

• Conduct new hire orientation providing an overview of company policies, culture, and expectations.

• Foster a welcoming environment to enhance new employee engagement and retention.

• Ensure all required employment forms (I-9, W-4, direct deposit, etc.) are completed and processed in compliance with company policies and legal requirements.

• Process new hire background checks and drug screening and ensure they comply with company policies.

• Maintain accurate employee records in HR systems and personnel files.

Offboarding

• Process terminations in HR system and coordinate exit Interviews, when applicable.

• Send terminations alert to IT to cancel all access to systems and e-mail with instructions to forward e-mails to Supervisor or replacement.

• Send termination alerts to our Benefit Administrator’s for them to cancel all benefit plans effective last day of the month the person is employed. Request COBRA package is sent to the person’s home.

Training

• Ensure OSHA training compliance for all Operations personnel.

• Ensure all employees receive certification on Operations Manual Training.

• Ensure all new hires are trained on policies and procedures, Sage (if applicable), Procore (if applicable), IT training, etc.

• Ensure all new hires have a mentor and check in every month to document the training and progress that the mentor has provided to new hire.

• Assist with the coordination of any training as needed.

Benefits Administration

• Coordinate with Benefits Administrators to select the appropriate benefits for the Company, with the guidance and approval of the HR Director

• Process any changes regarding benefit plans by sending to our Benefit Administrators and ensuring they are captured in our HRIS system and the provider’s next invoice.

• Coordinate the Open Enrollment process, ensuring meetings are booked with employees and the different providers to discuss changes in the benefit plans.

• Ensure all employees select their benefits before the due date in order to send to Benefit Administrators for processing.

• Audit invoices after open enrollment to ensure all changes were captured and members have the correct plans that they selected.

• Refer employees with any benefit claim issues or concerns to our Benefit Administrators.

Qualifications

• BS Degree in Human Resources

• 2 to 3 years of related HR experience preferred.

• Knowledge of ADP preferred.

• Proficient computer skills, including Word, Excel, PowerPoint and Publisher.

• Demonstrated excellence in written and verbal communication including listening and being able to communicate effectively without preparation.

• Strong presentation skills.

• Bilingual (English/Spanish) preferred.

• General knowledge of various employment laws and practices.

Attributes for Success

• Candidate must possess Thornton’s Core Values: Safety, Community, Empowerment, Quality and Service, Professionalism, and Accountability.

• Excellent organizational skills and ability to work independently.

• Must exhibit a high level of confidentiality.

• Excellent verbal and written communication skills.

• Excellent interpersonal and conflict resolution skills.

• Excellent organizational skills, attention to detail and proven ability to meet deadlines.

• Strong analytical and problem-solving skills.

• Ability to work well in a high-paced and at times stressful environment.

• Thorough knowledge of employment-related laws and regulations.

• Knowledge of and experience with varied human resource information systems.

• Proficient with Microsoft Office Suite or related software.

Direct Manager: Director of Human Resources

Direct Reports: None

Classification: Exempt Employee