Talent Acquisition Partner

We are expanding our Talent & Culture team!

Are you a self-motivated individual who thrives in fast-paced environments and values organization

Join our team in a role where you can contribute your unique skills and drive to a team dedicated to innovation and excellence.

What you will receive

• Unlimited growth based on your performance.
• Ownership in the company in the form of stock via the Houchens Industries ESOP the largest 100% owned company in the world.
• Long-term career with substantial development and advancement opportunities.
• Opportunity to collaborate within a production team model to ensure efficient operations and optimal output.
• Comprehensive medical dental and vision plans and many more supplemental benefits.
• Work-life balance.
• Plus much more!

What is Houchens Insurance Group

We are a 100% employee-owned company with a great culture and excellent benefits. Were big on growing and celebrating the talent that we hire. Houchens Insurance Group is dedicated to embodying the three fundamental pillars of service:

1. Clients

2. Co-owners

3. Communities

By placing equal emphasis on meeting the needs of our clients fostering a supportive environment for our co-owners and actively contributing to the betterment of our communities we strive to create a positive and impactful experience for all.

To learn more about Houchens Insurance Group visit us at

Summary

The Talent Acquisition Partner is responsible for sourcing screening and recommending candidates. This person will identify opportunities to build applicant pools establish trust and partnerships with hiring managers and identify potential fit through effective interviewing. The Partner will assist in the interview process and ensure a positive candidate experience. Developing and executing recruitment plans and strategies are primary responsibilities to ensure hiring goals are met with the best possible talent. All activities must follow federal state and local employment laws and regulations and company policies.

30% Selling Organizational Value Proposition

• Communicating and effectively selling the organizations value proposition in order to attract high-performing/high-potential talent
• Attending and participating in job fairs classrooms and other recruiting sessions throughout the community.
• Demonstrating excellent interpersonal skills in order to form a connection with applicants and provide a high-touch experience.

30% Applicant Sourcing

• Demonstrating knowledge of various recruiting techniques and experience in online/social media recruiting.
• Proactively build pipelines of talent based on hiring forecasts so there are highly qualified candidates available when needed.
• Create and maintain job postings that are attractive to future talent.
• Maintain the Application Tracking System to handle all Recruiting Management matters.
• Reviewing the applicant pool and determining qualification status.
• Communicating with qualified candidates to maintain interest and status.
• Utilizing avenues of applicant sourcing that provide diverse and qualified individuals.

30% Administrative

• Recruiting and performing talent acquisition activities such as resume & phone screens candidate interviews and making hiring recommendations.
• Collaborating with the hiring manager and/or other Talent & Culture staff during the offer process identifying and recommending salary ranges incentives start dates and other pertinent details.
• Ensuring compliance with federal state and local employment laws and regulations and company policies.
• Creating offer letters maintaining the applicant tracking system recruiting reports and other administration functions as needed.
• Maintaining follow-up with managers to determine the effectiveness of recruiting efforts.
• Communicate with candidates who do not meet the specified criteria (regrets).
• Performing other duties and responsibilities as assigned.
• Consulting with leaders hiring managers and the Talent & Culture team on position descriptions requisition creation compensation and sourcing strategies.
• Baselining existing top performers in order to create evaluation tools for assessing future talent.

10% Determination

Displays commitment and initiative to meet department and agency goals.

Education and/or Experience

Bachelors degree from a four-year college or university and 3 years of sales and/or recruiting experience preferably in professional services; or equivalent combination of education and experience.

Certifications

Must be able to obtain designations/certifications as set forth by the organizations education plan.