Purpose of Division:
Human Resources develops and implements innovative human resources programs that enable NeighborWorks America to attract, develop, and retain the best and brightest diverse talent to achieve NeighborWorks America’s mission. As a strategic partner with management, Human Resources develops creative recruitment plans; develops and implements competitive comprehensive total compensation including benefits, incentives, awards and salaries; provides employee development, leadership, and programs to help employees retain technical skills; and, implements quality of life initiatives that provide increased flexibility for managers and employees and allow the NeighborWorks America to compete for and retain highly-skilled employees.
Position Summary:
Reporting to the Director, Staff Learning and Development, the Senior Recruiter supports the core recruitment activity in terms of sheer volume for the corporation. The role is responsible for driving their assigned recruitment efforts for new and existing vacancies through partnership with hiring managers, strategic posting; screening; sourcing; advertising; presenting qualified applicants; managing interview schedules; creating interview questions; and ensuring a smooth onboarding for new hires. The Senior Recruiter acts as an advisor on Recruitment related matters and supports recruitment across all corporate positions. They also serve as one of the front-facing representatives for employment branding at NeighborWorks America. The Sr. Recruiter also oversees the in-house applicant tracking system, maintains vendor and third-party relationships (related to the recruitment and onboarding processes). Additionally, this role supports the recruitment function by offering thought leadership related to the development/enhancements of the talent acquisition process and the implementation of recruitment innovations.
“Due to the current pandemic circumstances and our commitment to provide the highest care for our community, NeighborWorks America requires all new employees to be fully vaccinated against COVID-19 before being hired. Candidates should be prepared to submit proof of COVID-19 vaccination upon hire or discuss accommodations in line with COVID-19 safety protocols.”
Essential Duties/Responsibilities:
1. Performing full-cycle recruitment for assigned vacancies using the established recruitment model. Educating and guiding panelists, candidates and hiring managers through an equitable and inclusive recruitment process.
2. Utilizing knowledge of multiple recruiting sources and advanced sourcing techniques to identify and attract a diverse array of candidates, specifically for hard-to-fill positions through cold calling, strategic online sourcing, networking in diversity circles, and utilization of social media.
3. Sourcing, screening and interviewing potential candidates based on interest level, salary range, relocation needs etc. Through thoughtful and inclusive application of our equity lens, makes determinations on which candidates to present to hiring managers for consideration. Ensuring that panel composition is inclusive of subject matter experts and cultural competency, facilitate panel interviews and candidate debrief discussions.
4. In true partnership form, establishes regular communication with hiring managers on recruitment progress. Taking the time to understand recruitment needs and assisting hiring managers in articulating such needs from the beginning of recruitment cycle through final selection decision.
5. Performing reference and background checks through our screening partner, escalating issues when appropriate and preparing all relevant recruitment and hiring documentation for approval.
6. Using established procedures, completing the recruitment file and all supporting documentation. At the end of the recruitment, ensures the recruitment file is complete, meets audit compliance guidelines and is filed accordingly.
7. Serves as the subject matter expert on our applicant tracking system and acts as the project leader for any recruitment systems implementations and procurements.
8. Managing the acquisition, extension, and termination of temporary staff from staffing agencies in accordance with established Procurement guidelines.
9. Partners with the Director, Staff Learning and Development for onboarding related activities. Supports managers with our onboarding system and ensures all issues are resolved in a timely manner.
9. Supporting diversity recruitment efforts by utilizing diversity jobs boards and their respective databases to locate qualified diverse candidates.
10. Acting as a “cheerleader” and “champion” for employment at NeighborWorks America through formal and informal communication channels and through creative recruitment efforts such as promotional videos and chat blogs. Must be willing to attend career fairs both in-person and virtual.
11. Making recommendations for improvement to the recruitment process through formal and informal feedback channels both within HR and within the organization.
12. Supports the strategic plan and all other organizational programs and initiatives related to recruitment.
13. Keeping up to date with recruitment industry trends and diversity and inclusion best practices.
Nature of Work Contacts:
Collaboration with HR staff, various leaders across divisions, applicants and hiring managers. Occasional contact with staffing agencies and their representatives.
Fiscal Responsibilities:
None specified.
Required Minimum Qualifications:
(a) Education: A bachelor's degree in human resources, organizational psychology, business marketing or a related field is required. Experience will be considered in lieu of education.
(b) Experience: At least five (5) years’ full-cycle recruitment experience is required within a mid- sized professional organization. Experience must include applicant screening, interviewing, and working directly with hiring managers as part of the recruitment function. Must have experience with major job boards.
(c) Competencies, Knowledge, Skills & Abilities: Must possess knowledge of current state and federal law requirements as they relate to talent acquisition. Must be familiar with the agency staffing model and how to source candidates and negotiate reasonable rates. Must be able to cold call to attract passive candidates. Must be able to think critically, make decisions quickly and change recruitment strategy based on last-minute changes. Must be service-oriented. Must have a positive “can-do” attitude, require minimal supervision, maintain a fast paced and productive capacity and be extremely well organized.
(d) Technology: Any current applicant tracking system experience. MS Office – specifically intermediate Excel, Word and Outlook. Familiarity with resumes databases. Familiarity with LinkedIn.
Preferred Qualifications:
A Master’s degree in Human Resources or Industrial/Organizational Psychology is preferred. MyStaffingPro experience is also preferred. Professional certification in Human Resources from HRCI or SHRM. Human Capital Institute (HCI) certified Talent Acquisition Specialist preferred. Some exposure in a non-profit work environment is also preferred.
Working Conditions:
(a) Travel: 10-15%.
(b) Physical/Sensory Demands: fast paced working environment. Extensive computer and phone usage. Must be willing to lift up to 25 lbs.
(c) Schedule: Hybrid option available, work from home up to three days a week
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