Share Email Opening Title Talent Acquisition/HR Specialist  Category HR & Development   Description Summary:  The Talent Acquisition/Human Resources Specialist is a key business partner and trusted advisor to all levels of management and staff in a variety of Human Resources functions.  The Talent Acquisition/HR Specialist partners with hiring managers and the Human Resources team to attract, assess, and hire the best talent (both internally and externally) for exempt and non-exempt positions.  In addition to talent acquisition, this position may perform but not limited to the following Human Resources duties; new employee orientation, development and implementation of employee retention and engagement strategies, employee relations and training/development. The Talent Acquisition/HR Specialist focuses on the ongoing cycle of talent that start by building Employer Brand, communication of Employee Value Proposition and ongoing relationship with targeted Talent segments.   Essential Job Duties & Responsibilities: Primary duties include the exercise of discretion and independent judgment with respect to matters of significance involving Human Resource issues.  To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  Essential duties and responsibilities include the following:   Recruitment/Retention: Responsible for taking a strategic approach to acquiring and managing full-cycle talent acquisition Development of KPI’s to measure performance of talent acquisition and retention. Collaborate with hiring managers to build candidate profiles, clarify required job skills and competencies to meet our current business needs.Proactively identify talent needs for the future. Build our employer brand as an employer of choice. Create and manage a process to provide candidates with an incredible candidate experience. Create and maintain robust onboarding process. Create and communicate the employee value proposition. Develop and manage programs to create a multi-generational, flexible, and virtual workforce. Work with hiring managers to develop selection criteria for behavioral interview process. Proactively source candidates using innovative techniques and tactics, including social media, LinkedIn, and other web resources along with print, publications and professional groups. Develop and maintain a strong and active network of candidates and acquisition sources. Develops and maintains positive relationships with secondary and post-secondary schools, employment agencies, and other similar organizations in order to develop additional sources of qualified candidates. Creates and manages structured internship and youth apprenticeship programs to build talent pipeline. Creates and manages mentoring programs for young professionals. Identify and pre-screen qualified candidates; coordinate and participate in the interview process. Conducts reference checks. Active member of local organizations (Chamber, young professional’s network, etc.) to promote Bank-Community relations and be a resource to the community to assist with talent acquisition knowledge. Create and manages Employee Referral Programs. Retention - conducts exit interviews to determine reasons behind separations. Identifies trends and provides feedback to related locations/departments. Plans and implements retention activities and surveys, including employee activities, and engagement surveys. Administers annual affirmative action plan. Employee Relations: Assists managers in administration of the corrective action/performance improvement plan assuring that discipline is administered in an effective, respectful, and non-discriminatory fashion. Consults with managers on employee related issues, providing guidance and assuring compliance with related employment laws. Training/Development: Train managers on employment related topics as identified - to include, but not limited to: Behavioral interviewing, conflict resolution, performance management, recognition, etc. Assists with administration of Employee Development System process (EDS). Knowledge: Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions.Ensures policies, procedures, and reporting are in compliance. Plans and conducts new employee orientation to reinforce and support company culture and help the new employee assimilate into the organization. Responds to management and staff inquiries regarding policies, procedures, and programs. Works with the HR team on process improvement and other department projects.Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed. Assists in evaluation of reports, decisions, and results of department in relation to established goals. Identify and implement best practices in all HR functions.   Other Responsibilities: Perform other related duties as required or assigned that are in the spirit of this job description and position as necessary for the Bank and the Department to function effectively.   Location Wausau, WI   About the Organization At IncredibleBank, we believe in our employees, our customers, and the impact we make in our communities. When your name is Incredible, it's a lot to live up to! And we feel it. Because of that, we continually look to raise the bar, expect more out of ourselves and each other, break out of "traditional banking," and make our mark in an industry that needs a good shake-up! It's #HowWeIncredible   EOE Statement IncredibleBank is an Equal Opportunity Employer. We will consider applicants for our positions without regard to any category protected by applicable federal, state, or local law, including but not limited to: race, color, religion, sex, gender identity, sexual orientation, pregnancy, age, national origin, physical or mental disability, military or veteran status, genetic information, or any other protected classification.   This position is currently not accepting applications. 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