What are the responsibilities and job description for the Talent Acquisition Manager position at Winthrop & Weinstine, P.A.?
The Talent Acquisition Manager has primary responsibility and provides leadership, support and advocacy for all talent aspects of the Human Resources department, including recruiting & selection, onboarding & orientation, training, retention & engagement.
ESSENTIAL JOB FUNCTIONS (Including, But Not Limited To)
ESSENTIAL JOB FUNCTIONS (Including, But Not Limited To)
- Source and screen candidates: Use HRIS, recruitment and marketing tools to find qualified candidates for open positions. Review applications and background check reports, and check references.
- Job descriptions: Ensure job descriptions are up to date and compliant with all local, state and federal regulations.
- Talent strategy: Manage all phases of the recruitment process. Determine staffing needs, create talent acquisition strategies, and develop hiring plans. Use market knowledge and recruitment expertise to build a pipeline of candidates.
- Conduct recruitment and selection processes: Design and execute selection processes, such as interviews, screening calls, and pre-hire assessments/evaluations.
- Onboarding and orientation: Develop and implement an orientation program for new employees to ensure they gain an understanding of firm policies and procedures and are set up for success in their role. Working with other departments, manage the onboarding process.
- Lead employer branding initiatives: Promote the firm's brand and recruit top candidates.
- Plan and organize events: Attend job fairs at colleges and universities, organize career fairs and lead the on-campus law school recruitment process on behalf of the firm.
- Manage posts: Manage job board posts on sites like LinkedIn, Indeed, and ZipRecruiter.
- Ensure a positive candidate experience: Plan procedures to improve the candidate experience, and perform candidate and employee satisfaction evaluations.
- Assist with employee retention and development: Suggest measures for improving employee retention, and increased engagement. Design and implement employee retention strategies, including evaluation and implementation of professional development and training opportunities.
- HRIS and policies: Maintain human resources information systems and processes as applicable. Identify and implement process improvements as needed.
