Qualifications:

• Associate degree (A. A.) or equivalent from two-year college or technical school.
• Three to five years related experience and/or training; or equivalent combination of education and experience.
• Local travel is required and is a significant part of the role.
• Overnight 15-20%

Knowledge, Skills, and Abilities:

• Ability to read and interpret documents.
• Ability to write routine reports and correspondence.
• Ability to speak effectively before groups of customers or employees of organization.
• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardizations exits.
• Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.
• Ability to work with mathematical concepts such as probability a statistical inference, and fundamental of plane and solid geometry and trigonometry.
• Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.

Supervisory Responsibilities: YES

Essential Functions: include the following. Other duties may be assigned.

• Develop and execute a targeted strategy for sourcing qualified talent and labor via all available recruitment channels, i.e., job boards, digital & social media recruiting, college recruiting, career fairs, social services agencies, internship program, veterans’ agencies and more.
• Promote, leverage, and manage internal recruitment channels such as the company’s employee referral program and internal job posting process to achieve recruitment goals.
• Work with the management staff to identify talent within the organization and develop a plan for succession for critical and hard to fill positions.
• Manage and promote the company’s college internship program by developing a network of students and university staff, working with hiring managers to establish meaningful internship projects, and connecting the two.
• Ensure a sufficient candidate pipeline to fulfill ongoing and high-volume staffing needs.
• Develop specific measurements and KPIs that provide meaningful insights into the success of various recruitment and retention strategies and ability to adjust course, as necessary.
• Champion the company’s employer brand and actively work to position the organization as an employer of choice among job candidates in the communities where we operate. Partner with Marketing & Communications on employer branding projects.
• Manage relationships with third-party agencies and staffing companies and actively work to reduce dependence on third party labor.
• Engage hiring managers in the job analysis process and create effective competency-based job descriptions that attract high-quality candidates to apply for positions with the organization.
• Optimize the company’s use of applicant tracking and recruitment technology, maintain an attractive and easy-to-navigate career landing page, leverage technology to engage regularly with potential candidates, build a strong talent community and deliver an exceptional candidate experience.
• Oversee the candidates interview and selection process including the development of competency-based interview guides, an efficient and effective interview process, and skills assessments.
• Develop and execute efficient full-cycle recruitment processes for day-to-day activities such as candidate selection, pre-screening, offer letter generation and onboarding.
• Coach hiring managers in best practices for hiring, interviewing, and selecting candidates in a non-discriminatory manner that is compliant with regulatory compliance requirements.
• Maintain constant communication with hiring managers to ensure all hiring needs are known and met in a timely and efficient manner.
• Partner with other members of the Human Resource team to develop and implement a retention strategy with a focus on reducing turnover and retaining and rewarding a productive, engaged, and competent workforce.
• Keep stakeholders informed about the latest trends, technology, legislation, and best practices affecting recruitment and employee retention.

Education

• Associates or better

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)