Essential functions

• Implement sourcing strategies to identify highly qualified passive candidates.
• Source, recruit, pre-screen, assess and present top-quality candidates for assigned clients within an appropriate and consistent timeline.
• Partner with hiring managers to proactively build effective sourcing, assessment, and closing strategies. Effectively communicate recruitment strategy and process to hiring managers. Adjust process as necessary per client feedback.
• Advise client on market intelligence, data trends, along with labor market conditions to help determine effective candidate sourcing strategies to achieve high quality candidate funnels and a candidate attraction plan.
• Maintain adherence with TA Standard Operating Procedures ensuring alignment with overall business objectives and initiatives.
• Ensure positive candidate and hiring manager experiences throughout the recruiting process, effectively communicating, and managing candidate and hiring manager expectations throughout the process.
• Manage candidate expectations about pay, benefits, culture, career growth, etc.
• Develop strong partnerships with hiring managers and HR business partners. Proactively keep client teams properly informed throughout the entire talent acquisition process.
• Develop a comprehensive understanding of the business and key positions.
  Build networks to identify qualified passive candidates and maintain a talent pipeline database.
• Actively manage candidate attraction process through a variety of innovative sources to ensure adequate exposure on social and digital media, industry specific websites, job boards, professional associations, community events, and other avenues that generate candidate interest in HORNE.
• Give timely and appropriate candidate feedback regarding next steps in the HORNE selection process.
• Coordinate and execute offer building process with hiring managers and appropriate stakeholders in ATS.
• Ensure 100% data integrity in ATS and properly document the talent acquisition process for each job opening to ensure EEO compliance and best practices.
• Work within assigned TA metrics and client needs.
• Ensure HORNE talent acquisition processes successfully serve HORNE’s diversity and inclusion initiatives.
• Assist with other recruitment tasks and related projects, as needed.

Work environment

Work to be performed in HORNE office setting or remotely

Physical demands

• Prolonged periods sitting at a desk and working on a computer.
• Must be able to lift up to 20 pounds at times.

Travel required

Less than 10-15%, as required per business needs

Required education and experience

• Bachelor's degree in Human Resources, Business, Marketing, or a closely related field
• 0 to 2 years of experience with high-volume recruiting, in addition to the ability to search for more niche skillsets
• Demonstrate strong oral and written communication skills
• Possess strong interpersonal skills
• Able to manage time effectively

Preferred education and experience

• Experience using social and digital media candidate sourcing platforms such as LinkedIn Recruiter & Pipeline tools
• Demonstrated experience using talent acquisition metrics and analytics
• Positive track record in excellence in diversity, inclusion, and EEO compliance
• General understanding of HR concepts, principles, practices, as well as Federal, State and Local laws and statutes
• Skilled in developing relationships and working with hiring managers and business leaders
• Able to manage multiple projects with strong organizational skills, attention to detail and logical problem-solving skills to drive measurable results.
• Exposure to HRIS programs and applicant tracking systems (UltiPro, Taleo, Workday, etc).

Affirmative Action/EEO statement

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)

Other duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

Education

• Bachelors or better in Human Resource Administration or related field

Licenses & Certifications

• Drivers License

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)