What You’ll Do:

1. Partner with Talent Acquisition leadership and HR business partners to understand existing and future hiring needs for assigned business units; develop and execute plans to meet hiring needs through proactive sourcing and pipeline development. Identify and address existing and emerging recruitment gaps.

2. Manage full cycle recruiting process including but not limited to sourcing and screening applicants, scheduling interviews, presenting and negotiating offers, initiating background checks, checking references, credentialing, initiating hiring process and other related functions.

3. Partner with managers to obtain and confirm search requests to ensure clear understanding of key responsibilities of the position, minimum qualifications of candidates, compensation requirements, target candidate pool (internal and/or external), timeframes for hire, and other related information.

4. Develop and expand applicant flow through advertising, internet posting, job fairs, networking, employee referrals and other approved methods.

5. Build relationships with HR business partners to effectively manage talent recruitment for assigned business units; partner with HR colleagues in Compensation, Benefits and Talent Management to gather information and prepare compelling candidate offers.

6. Screen and interview applicants, analyze responses, and compare overall qualifications, which may include administration of job-related assessment, to job requirements; recommend appropriate candidates for further consideration by hiring manager.

7. Provide reports for metric review and identify areas / ways to improve outcomes.

8. Manage employee referrals and communicate proactively with internal employees to leverage their knowledge of potential candidates.

9. Maintain strong knowledge of functional areas of recruiting responsibility as well as best practices, legal developments, emerging trends, technology advancements and industry knowledge within the recruiting practice.

10. Perform other duties as assigned or apparent.

NOTE: The Primary Accountabilities above are intended to describe the general content and requirements of the position and are not intended to be an exhaustive statement of duties. Incumbents may perform all or most of the Primary Accountabilities listed above. Specific goals or responsibilities will be documented in incumbents’ performance objectives as outlined by the incumbents’ immediate manager.

Supervisory Responsibilities

None

What You Bring to the Table

MINIMUM EDUCATION AND RELATED WORK EXPERIENCE:

• High School Diploma or GED

• Two (2) years of experience in a corporate recruiting role or agency, or related relevant experience

ADDITIONAL QUALIFICATIONS:

• Able to work well under pressure and adapt to changing situations

• Strong organizational skills with the ability to manage multiple, conflicting priorities in a fast-paced environment

• Demonstrable commitment to service orientation with a sense or urgency, strong follow-up skills and highly responsive

• High level of personal integrity and able to maintain confidentiality

• Excellent communication skills to influence candidates to join the University, communicate effectively with hiring managers and partners within Human Resources and other areas of the University as necessary

• Knowledge of relevant employment laws and regulatory environment and able to understand and communicate University policies

• Background in internet research, candidate networking, competitor mapping, names generation, direct research and sourcing

• Previous experience with application tracking systems, such as Avature

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