Senior Talent Acquisition Specialist

Facilitate strategize for and shape the Credit Unions recruitment retention and on-boarding programs. Ensure that programs and practices support the Credit Unions strategy goals values and culture.

Essential Job Functions/Responsibilities:

• Collaborate with senior leadership Director Talent & Employee Experience and hiring managers to develop and implement a strategic talent acquisition plan to meet immediate and long-term recruiting needs. Hire passionate and driven individuals who are aligned with the Credit Unions mission vision and values.

• Manage full cycle talent acquisition process from initial position requisition through offer and background check. Build and analyze metrics and qualitative data to improve service delivery and effectiveness.

• Develop creative sourcing recruitment and selection strategies including implementation of plans and programs to identify and hire internal and external talent. Develop and maintain relationships with minority and diverse employment organizations and communities to ensure an effective and comprehensive pipeline of qualified diverse applicants and to achieve goals established in Broadviews Affirmative Action Plan (AAP).

• Proactively develop and maintain a talent pool for positions with regular cyclical needs.

• Proactively utilize effective passive sourcing strategies to foster relationships with high potential candidates to plan for future openings.

• Ensure compliance with current laws regulations and Credit Union policies and procedures related to recruitment and placement. Partner with Director to ensure compliance/commitment of the Affirmative Action Plan including document retention strategy.

• Partner with Compensation Talent Acquisition Coordinator and Manager Talent Acquisition to maintain and update all job descriptions. Work closely with management to create new job descriptions when needed.

• Develop and maintain a smooth and consistent on-boarding process from start date through the first year.

• Participate in various HR or cross functional projects and initiatives as needed.

Additional expectations at the Senior level include:

• Advise hiring managers on staffing interview processes and candidate selection by leading and participating in the interview process.

• Advise hiring managers on AAP goals related to their departments and attempt to provide a diverse candidate pool.

• Focus on proactive recruitment whenever possible anticipating the hiring mangers needs and sourcing passive candidates via networking LinkedIn Recruiter Boolean keyword searches social media and other avenues.

• Build and maintain relationships with local college career centers.

• Regularly volunteer and participate in local college career fairs resume reviews and mock interview days.

• Expand and promote a summer internship program which provides meaningful learning opportunities for college students in back-office departments.

• Develop and maintain skills related to technical recruitment including participation in technical interviews to gain a greater understanding of current trends with technology.

• Contribute to and represent the Credit Unions image as an employer of choice.

• Foster a collaborative relationship with Marketing to build the credit unions employer brand with the goal of attracting employees intrinsically committed to the credit unions core values and missions.

• Actively monitor and maintain the CUs jobs pages on its website LinkedIn Indeed Handshake and other popular sites.

• Manage vendor relationships with placement agencies third-party recruiters and agencies when necessary for back-office departments while being conscious of net-spend and compliance expectations from Risk Management.

• Become a subject matter expert in the CUs applicant tracking system and propose and implement best practices improvements and efficiencies.

• Contribute to the creation of core templates and procedures for everyday department use.

• Mentor junior talent acquisition employees by actively involving them in recruitment activities and explaining the why behind individual and department practices and decision-making.

• Prioritize time spent on recruitment to maximize return based on the needs of the business as interpreted by an up-to-date awareness of big-picture business goals.

• Communicate with Director on workload level and be available to take on or support projects as needed.

• Bachelors degree in business Marketing HR or related field.

• Five (5) to eight (8) years of talent acquisition/recruitment experience across various positions (technical non-technical administrative professional executive etc.).

• PHR and /or SHRM-CP certification preferred.

• Diversity equity and inclusion certification preferred.

• Effective communication interpersonal problem solving and listening skills.

• Excellent time-management prioritization planning and organization skills to meet hiring deadlines.

• Ability to effectively interact with all levels of employees including those at the executive levels of the organization.

• Strong candidate engagement and closing skills required.

• Excellent computer skills and experience utilizing Applicant Tracking Systems and other applicable systems.

• In depth knowledge of state and federal laws and regulations regarding human resources activities with an emphasis on employment.