Recruiter

HHS is seeking candidates who reside in Richmond, VA—Full-time, in-person role.

Job Summary:

The Corporate Recruiter serves as the primary architect of the organization’s human capital strategy, aligning talent acquisition with long-term business objectives. This role is virtual and is responsible for designing innovative sourcing programs and cultivating a robust leadership pipeline to ensure a continuous flow of high-caliber talent. By focusing on performance-based hiring and proactive succession planning, the Recruiter secures the future readiness of the workforce while mitigating talent gaps. Through deep partnerships with hiring managers and data-driven insights, this position fosters a high-performance culture and maintains a premier employer brand.

Job Responsibilities:

• Develop and implement multi-channel sourcing strategies to attract a diverse talent pool, including social media, networking, and referrals.
• Manage the full recruitment lifecycle, from initial job posting and candidate sourcing to final selection and onboarding.
• Partner with hiring managers to define core competencies, position requirements, and success metrics for all open roles.
• Conduct comprehensive interviews via phone, video, and in-person to evaluate candidate qualifications and cultural alignment.
• Maintain and optimize the Applicant Tracking System (ATS) to ensure data integrity and process efficiency.
• Advise leadership on market trends, salary benchmarking, and candidate availability to remain competitive.
• Monitor recruitment metrics and learning analytics to evaluate the effectiveness of hiring strategies on retention and performance.

Requirements:

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• Experience: 2–5 years of progressive experience as a recruiter, preferably within a corporate or in-house environment.
• Executive Leadership: Results-oriented mindset with the ability to influence hiring decisions and manage high-volume recruitment priorities.
• Strategic Expertise: Deep knowledge of recruitment best practices, employment law, and workforce planning frameworks.
• Technology Proficiency: Expertise in Applicant Tracking Systems (e.g., Workday) and advanced sourcing tools like LinkedIn Recruiter, Indeed, and Glassdoor.
• Analytical Skills: Ability to use data-driven insights to improve hiring outcomes and provide ROI reports on recruitment spend.
• Communication: Exceptional interpersonal skills with the ability to build strong partnerships across all levels of the organization.
• Union Expertise: Navigate recruitment within a blended workforce, applying a deep understanding of Collective Bargaining Agreements (CBAs), union seniority rules, and structured hiring frameworks.
• Strategic Compliance: Ensure all sourcing, interviewing, and hiring practices strictly adhere to active labor contracts and regulatory requirements to mitigate grievance risks.
• Labor Relations Partnership: Serve as a knowledgeable liaison between talent acquisition, hiring managers, and union representatives to foster transparent and collaborative relationships.
• Structured Process Management: Manage the end-to-end recruitment lifecycle within established union guidelines, balancing company talent goals with collective bargaining commitments.