Director of Talent Acquisition

General Statement of Duties

The Director of Talent Acquisition defines and implements a scalable talent acquisition strategy aligned with the agencys short and longterm strategic goals. This includes actively sourcing external talent while fostering internal career growth and ensuring equity in opportunities for minorities and underserved communities. The incumbent will partner with internal stakeholders to identify emerging leaders integrate internal talent into recruitment pipelines. They will attract highquality candidates to the organization through strategic multichannel sourcing and leveraging datadriven insights to optimize recruitment efforts. They will provide mentoring coaching and leadership support to build a highperforming talent acquisition team focused on organizational objectives and ensuring the recruitment process is executed consistently and efficiently.

Responsibilities

1. Strategic Leadership

• Provides leadership support and strategic direction to the talent acquisition function to achieve and sustain the organizations workforce needs.
• Develops and oversees the implementation of an organizational master talent acquisition plan aligning recruitment efforts with BAMSIs mission and strategic goals.

2. DataDriven Recruitment

• Establishes and monitors key performance indicators (KPIs) such as timetohire costperhire qualityofhire and diversity hiring metrics to optimize recruitment processes.
• Leverages ADPs applicant tracking systems and analytics platforms to extract insights forecast trends and refine recruitment strategies.

3. Employer Brand Development

• Collaborates with Marketing to enhance employment branding efforts ensuring messaging aligns with organizational values and resonates with prospective candidates.
• Oversees the Careers section of BAMSIs website and external job postings to reflect an appealing and inclusive brand.

4. Internal Talent Scouting

• Collaborates withthe Learning and Development team to integrate graduates of leadership programs such as the New and Emerging Leaders Program into the recruitment process.
• Partners with programs to conduct talent reviews identifying employees earmarked for leadership roles and ensuring they are included in recruitment pipelines.
• Establishes processes for scouting and advancing internal talent particularly from underrepresented and underserved communities to promote equity and career growth.

5. Operational Excellence

Leads and participates in BAMSIs recruiting and employment efforts including:

1. Identification of strategic recruitment sources.
2. Manpower planning
3. Coordination of agency involvement in job fairs and community outreach.
4. Development of partnerships with colleges universities and community organizations.

Effectively utilizes advanced recruitment techniques including social media resume mining targeted advertising and networking.

Oversees and optimizes the use of ADPs applicant tracking system to manage sourcing pipeline development and reporting.

6. Diversity and Inclusion

• Develops and implements effective diversity recruitment strategies ensuring compliance with the agencys Affirmative Action Plan.
• Analyzes recruitment data to identify gaps and opportunities for creating a more inclusive workforce.

7. Vendor and Stakeholder Management

• Maintains strong relationships with external recruiters temporary staffing agencies and other vendors to ensure the timely delivery of hiring needs.
• Provides guidance and training to hiring managers on recruitment best practices including interview techniques candidate evaluation and diversityfocused hiring.

8. Team Leadership and Collaboration

Mentors and develops a highperforming talent acquisition team fostering a culture of collaboration innovation and accountability.

Facilitates crossdepartmental collaboration to ensure talent acquisition strategies are integrated and aligned with broader strategic objectives.

9. Compliance and Reporting

Ensures all recruiting and hiring processes comply with applicable laws regulations and organizational policies.

Compiles analyzes and reports statistical data including metrics such as engagement survey results talent review analysis turnover rates and exit interview findings to inform workforce planning.

10. Other Key Functions

Supervises and ensures the completion of background checks credential reviews and reference verifications.

Oversees BAMSIs internship ensuring placements meet agency needs and building relationships with area schools and universities.

Conducts exemptlevel candidate screenings and interviews referring qualified applicants to hiring managers as appropriate.

Qualifications

1. Bachelors degree or equivalent experience; Masters degree preferred.

2. A minimum of ten (10) years of successful human resources experience including at least eight (5) years in a highvolume fullcycle recruiting environment with proficiency in utilizing and maintaining an applicant tracking system (ADP preferred).

3. Strong ability to analyze data and metrics to drive decisionmaking and improve recruitment outcomes.

4. Demonstrated expertise in influencing others and leading organizational change efforts.

5. Proven ability to manage multiple priorities and a high volume of requests.

6. Excellent supervisory organizational analytical interpersonal and communication skills.

7. Proficiency with MS Office (Word Excel Outlook) and recruitment tools such as LinkedIn Recruiter and CRM systems.

8. Knowledge of federal and state employment laws and regulations.

9. Valid drivers license and reliable transportation as the position requires travel to BAMSI locations throughout Massachusetts.