Talent Acquisition Manager
Sunstate Equipment Co. : Where Safety and People are Core Values
We care about our People and it shows!
Sunstate is a proud Second Chance employer that evaluates every candidate on a case-by-case basis.
Hiring Immediately ; Pay dependent on experience; PAID WEEKLY!
Typical Schedule: Monday - Friday (45-50 hours per week on avg.)
Sunstate's Advantages

• Communication resources provided (cellphone and laptop)
• Annual Discretionary Bonus
• Rent any of our equipment for FREE
• "My Holiday" benefit lets you celebrate a holiday of your choice without using personal time.
• Competitive Benefits program with a variety of options
• The THRILL of working with an AMAZING Talent Acquisition team

Position Responsibilities

• Strategic Leadership and Oversight :
  
  • Develop and implement comprehensive talent acquisition strategies aligned with organizational goals.
  • Oversee the recruitment process, ensuring effective talent sourcing, assessment, and selection.
  Team Management and Development :
  
  • Lead, mentor, and develop the talent acquisition team, promoting a culture of excellence and continuous learning.
  • Conduct performance evaluations and identify training needs for recruitment staff.
  Process Improvement and Innovation :
  
  • Continuously assess and improve recruitment processes and tools for efficiency and effectiveness.
  • Stay abreast of recruitment trends and introduce innovative recruiting techniques and tools.
  Stakeholder Collaboration :
  
  • Work closely with senior management to understand workforce planning needs and provide strategic recruitment solutions.
  • Build strong relationships with internal stakeholders and external partners to enhance recruitment efforts.
  Reporting and Analytics :
  
  • Monitor key recruitment metrics, provide regular reports to senior management, and make data-driven decisions to optimize recruitment efforts.

Position Requirements

• Experience: 7 years of experience in Talent Acquisition, with a minimum of 3 years in a leadership role, preferably in a similar industry.
• Strategic Talent Acquisition: Deep understanding of organization's goals, culture, and workforce needs. Aligning recruitment strategies with the organizations long-term goals and vision, including workforce planning, employer branding and proactive talent pipelining.
• Leadership and Management Skills: Proven track record of leading and developing a talent acquisition team. Ability to lead and motivate a team. Set clear expectations, provide guidance, and offer support to team members.
• Performance Management : Setting clear performance expectations and holding team members accountable for results is essential. A Talent Acquisition Manager should establish key performance indicators (KPIs) and regularly monitor individual and team performance against these metrics. Additionally, recognizing and rewarding exceptional performance helps to motivate and retain top talent.
• Communication and Influence: Exceptional communication and interpersonal skills, with the ability to engage effectively with all levels of the organization. This includes conveying information clearly and providing timely feedback to all parties.
• Data-Driven Decision Making : Expert in leveraging data analytics and recruitment metrics to measure the effectiveness of their sourcing and hiring strategies. They analyze key performance indicators (KPIs) such as time-to-fill, cost-per-hire, and quality-of-hire to optimize recruitment processes and drive continuous improvement.
• Technology Proficiency: Excels in using applicant tracking systems (ATS), job boards, social media platforms (such as LinkedIn), and other recruitment software to source candidates, manage applications, and track recruitment metrics.
• Delegation and Empowerment : Effective delegation and the ability to empower team members to take ownership of their roles and tasks.
• Conflict Resolution and Mediation: Conflicts may arise within the team or between team members and other stakeholders. A competent leader should be skilled in managing conflicts effectively, facilitating constructive dialogue, and finding mutually beneficial resolutions. This involves active listening, empathy, and diplomacy.
• Organizational Abilities: Strong organizational and attention to detail skills, with the ability to manage multiple priorities.
• Time Management: Adept at managing multiple recruitment processes simultaneously, setting priorities, and meeting deadlines in a fast-paced environment.
• Networking Abilities: Strong networking skills to build relationships with potential candidates, industry professionals, and external recruitment partners. Effective networking can expand the talent pool and enhance the organization's employer brand.
• Process Optimization : Skills in process optimization and workflow management enable Talent Acquisition Managers to streamline recruitment processes, identify bottlenecks, and implement efficient workflows to enhance recruiter productivity and performance.
• Change Management Skills : Ability to adapt to changes in the recruitment landscape, such as shifts in technology, market conditions, or organizational priorities. This involves being proactive in identifying opportunities and challenges and leading teams through transitions effectively.
• Diversity and Inclusion Initiatives: Leading diversity and inclusion principles with experience in implementing initiatives to enhance diversity within the workforce. This includes sourcing strategies to attract diverse candidates and ensuring fair and equitable recruitment practices.
• Understanding of Employment Law : A solid understanding of labor laws and regulations related to hiring practices is crucial to ensure compliance with legal requirements throughout the recruitment process.
• Continuous Learning and Innovation : Staying abreast of emerging trends, technologies, and best practices in talent acquisition. They invest in their professional development through networking, attending industry conferences, and pursuing certifications to continuously enhance their skills and knowledge.
• Education: Bachelor's degree in Human Resources, Business Administration, or related field. Master's degree and/or relevant certifications (e.g., SHRMCP, PHR) preferred.

Why Choose Us?
At Sunstate, every employee is valued, respected, and fairly compensated. More importantly, every employee has a voice that deserves to be heard. We are working hard to challenge the typical ways of business and develop an environment where our employees feel safe, comfortable, and look forward to coming to work. No matter which location you visit, you can't help but feel the close-knit work-family environment.
We have strategically and organically grown our company from within, promoting from the ground up and providing employees with opportunities to explore their different passions within our own walls. This culture allows our people to develop valuable, marketable skills they can use throughout their career. Plus, with benefits like Baby Bonding, My Holiday vacation time, and discounts on everything from movie tickets to cell phone bills, we're constantly evolving our resources to provide our people with tools to make their lives easier!
Be YOU at Sunstate
At Sunstate Equipment, we are actively fostering a workplace culture where individuals of all identities and life experiences feel genuinely valued, respected, and appreciated. As a proud equal-opportunity employer, we wholeheartedly welcome candidates from diverse backgrounds and cultures. We recognize and celebrate the unique perspectives they bring, with the understanding that they are the fuel for the innovative ideas that drive the evolution of our industry
Sunstate Equipment Co. is an Equal Opportunity Employer
A Drug Free Workplace and Participates in E-Verify
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)