Senior Talent Acquisition Specialist

Type of Appointment: Full Time At - Will

Job Classification:Confidential Administrative Support II

Anticipated Hiring Range: $4687 - $7000 per month

Work Schedule:Monday - Friday 8am - 5pm unless otherwise notified

*Internal candidates will be given first consideration


THE DEPARTMENT:

The Talent Acquisition Department is dedicated to recruiting sourcing and onboarding a highly qualified and diverse workforce aligned with the institutions mission values and strategic priorities. The department partners with campus stakeholders to develop and implement effective talent strategies that promote inclusive excellence workforce planning and organizational growth.

DUTIES AND RESPONSIBILITIES:

Recruitment Strategy and Execution

• Manage full-cycle recruitment for staff and management positions by leading intake meetings sourcing screening interviewing and offer negotiation.
• Partner with hiring managers and campus partners on recruitment and outreach strategies backed by talent intelligence and recruitment best practices.
• Drive sourcing and recruiting initiatives to attract diverse and qualified talent leveraging job boards social media networking and industry events.
• Attend job fairs campus events that promote opportunities at the University and expand the talent pipeline.
• Partner with campus stakeholders to enhance employer branding and recruitment marketing efforts that promote Cal Poly Pomona as an employer of choice.
• Manage the CSU confidential reference-checking process including requesting and reviewing confidential information from other campuses and internal ELR related to Title IX misconduct and other sensitive matters.
• Attend CSU CHRS calls for updates in CHRS and CHRS Recruiting.
• Support the rollout and adoption of system implementations (e.g. CHRS and other HR technologies) ensuring successful integration into recruitment workflows and providing training and guidance to staff.
• Support onboarding programs of new employees ensuring a positive candidate experience from offer through hire.
• Interpret policies and procedures in bargaining agreements executive orders employment state laws CO Tech Letters and Memorandums of Understanding to deliver correct course of action with employment related matters.
• Advise on MPP policies and CBA agreements as it pertains to recruiting policies and practices.

Special Projects

• Serve as a back-up to the Lead Talent Acquisition Specialist
• Use reasonable judgment to resolve complex and sensitive hiring matters with Talent Acquisition team and hiring managers Provide confidential support to the Manager Talent Acquisition and Director Talent Acquisition & Comp/Class.
• Serve as a back up for emergency recruitment needs.
• Support special projects reporting and ad-hoc initiatives as assigned by leadership.

Executive Recruitments

• Oversee executive and high-level management searches ensuring all processes are handled with the utmost confidentiality and strict adherence to CSU and campus policies.
• Consult and provide recommendations to Vice Presidents for executive recruitments.
• Handle and escalate sensitive issues that may arise during executive recruitments.

Process Improvement and Reporting

• Support continuous improvement efforts by assessing recruitment workflows identifying efficiencies and recommending process enhancements to identify bottlenecks compliance risks or candidate experience gaps in order to improve service delivery.
• Create confidential reports regarding system-wide salaries for recommendations on recruitments.
• Ensure the team is utilizing ATS and HR systems effectively and consistently.
• Track and report on recruiting metrics and use data to refine practices.
• Stay current on recruiting trends employment law and best practices to continuously improve processes.

Social Media Branding and Outreach

• Lead the creation and execution of a comprehensive social media recruitment strategy.
• Collaborate with University Communications and HR leadership to develop targeted campaigns and visual assets that promote recruitment initiatives.
• Monitor engagement metrics to assess the impact of digital outreach and refine strategies for continuous improvement. Stay current on emerging trends in social recruiting digital marketing and employer branding.
• Develop forms templates reports and other visual elements that support the needs of Talent Acquisition.

QUALIFICATIONS:

• Bachelors Degree - Bachelors degree in Human Resources Business or a related field.
• Driver License Valid and in State Valid CA Drivers license with insurance.
• Three (3) years of progressively responsible experience in a talent acquisition recruitment or a related human resources function.
• Combination - The equivalent training Comprehensive knowledge of full-cycle recruitment practices including sourcing screening interviewing selection and onboarding. Skilled in using digital tools and platforms to enhance sourcing outreach and candidate engagement (e.g. PageUp LinkedIn Recruiter Smartsheet). Knowledge of federal and state employment laws regulations and compliance requirements (e.g. EEO OFCCP ADA Title IX). Knowledge of market trends labor force dynamics and talent acquisition best practices. Excellent organizational skills with the ability to prioritize competing demands and meet deadlines. Skills in analyzing recruitment data and translating metrics into actionable insights for operational improvement. Ability to design and execute creative recruitment strategies tailored to broad functional areas.

PREFERRED QUALIFICATIONS:

• Possession of recognized HR or Talent Acquisition certifications.
• Experience overseeing hard-to-fill positions requiring advanced recruitment strategies and discretion.
• Experience supporting talent acquisition strategies initiatives or programs Experience using applicant tracking systems (e.g. PageUp) labor market data tools (e.g. TalentNeuron) and enterprise HR systems (e.g. Oracle).
• Experience working in higher education public sector or a large decentralized organization.

Out of State Work

The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSUs mission is to prepare educated responsible individuals to contribute to Californias schools economy culture and future. As an agency of the State of California the CSUs business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information go to theCalifornia State University Out-of-State Employment Policy.

Background Check

Cal Poly Pomona will make a conditional offer of employment to final job candidates pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information and/or it is discovered that the candidate knowingly withheld or falsified determining the suitability of the candidate for the position Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature gravity and recency of the conviction the candidates conduct performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information go to theCalifornia State University Background Check Policy.

CSU Classification Salary Range

The CSU Classification Standards for this position are located on theCSU Classification Standards website. The CSU Salary Schedule is located on theCSU Salary Schedule website. The classification salary range for this position according to the respective skill level is: minimum $4687 and maximum $11223 per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position.

Employment Eligibility Verification

Cal Poly Pomona hires only individuals lawfully authorized to work in the United compliance with federal law all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information go theI-9 Acceptable Documents website.

University Driving Requirement

Positions that require driving for university business by using a personal or state vehicle must comply with the Authorized University Driver Policy. Driving records are monitored and evaluated by the Risk Management Department. The Risk Management Department evaluates a good driving report based on the following criteria. The driver must: 1. Have a valid California or other State Drivers license. 2. Have no more than 3 motor vehicle violations or been the cause of 3 accidents in a 12-month period (or any combination of 3 thereof) 3. Not have more than 3 DMV Points if their license is Class C or 4. Not have more than 5 DMV Points if their license is Class A B or C with endorsements. For more information go to theAuthorized University Driver Policy.

Conflict of Interest

This position is a designated position in the California State Universitys Conflict of Interest Code. The successful candidate accepting this position is required to file financial interest disclosure forms subject to state regulations. For more information go to theConflict of Interest policy.

Child Abuse/Neglect Reporting Act (CANRA)

The person holding this position is considered a mandated reporter under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Read more at theCalifornia Child Abuse and Neglect Reporting Act policy.

Security & Fire Safety

In compliance with state and federal crime awareness and campus security legislation including the Jeanne Clery Campus Safety Act California Education Code section 67380 and the Higher Education Opportunity Act (HEOA) Cal Poly Pomonas Annual Security Report and Annual Fire Safety Report are available for viewing atCal Poly Pomonas Annual Security ReportandCal Poly Pomonas Annual Fire Safety Report.

Pay Transparency Nondiscrimination

As a federal contractor Cal Poly Pomona will not discharge or in any other manner discriminate against employees or applicants because they have inquired about discussed or disclosed their own pay or the pay of another employee or applicant. For more information see the Pay Transparency Nondiscrimination Provision poster

Reasonable Accommodation

We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at. For more information go toEmployment Notices.

Equal Employment Opportunity

Consistent with California law and federal civil rights laws Cal Poly Pomona provides equal opportunity in employment without unlawful discrimination or preferential treatment based on race sex color ethnicity or national origin. Our commitment to equal opportunity means ensuring that every employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly Pomona complies with Title VI of the Civil Rights Act of 1964 Title IX of the Education Amendments of 1972 the Americans with Disabilities Act (ADA) Section 504 of the Rehabilitation Act the California Equity in Higher Education Act Californias Proposition 209 (Art. I Section 31 of the California Constitution) other applicable state and federal anti-discrimination laws and CSUs Nondiscrimination Policy. We prohibit discriminatory preferential treatment segregation based on race or any other protected status and all forms of discrimination harassment and retaliation in all university programs policies and practices.

Other Notices

For other important employment notices we invite you to visitCal Poly Pomonas Employment Noticesweb page.