Job Description
Role Summary: The Talent Manager will be responsible for overseeing the entire recruitment process, ensuring the attraction, selection, and retention of high-quality talent. This role will involve managing a team of recruiters, developing recruitment strategies, collaborating with hiring managers, and fostering a positive candidate experience.
Essential Duties and Accountabilities: - Lead, mentor, and manage a team of recruiters to achieve hiring goals and drive continuous improvement in recruitment practices.
- Develop and implement comprehensive recruitment strategies to meet the company's talent acquisition goals, ensuring alignment with organizational needs and growth objectives.
- Work closely with department heads and hiring managers to understand staffing requirements, advise on job descriptions, and ensure a clear understanding of role expectations.
- Guide the team in sourcing top-tier candidates using various platforms, networks, and channels. Develop and maintain relationships with key talent pools, recruitment agencies, and other external sources.
- Oversee candidate evaluation processes, including reviewing resumes, conducting interviews, and assessing candidates for suitability and cultural fit.
- Continuously evaluate and improve recruitment processes, from job posting to candidate selection and offer extension, ensuring efficiency, consistency, and a positive candidate experience.
- Analyze key recruitment data and metrics (e.g., time-to-fill, cost-per-hire, and quality-of-hire), report on recruitment performance, and present actionable insights to leadership.
- Partner with the marketing team to develop and promote the company's employer brand, creating a compelling narrative for prospective candidates.
- Champion diversity, equity, and inclusion initiatives, ensuring a diverse talent pool and supporting inclusive hiring practices across the organization.
- Ensure compliance with all relevant employment laws and company policies, while maintaining the highest standards of ethical recruitment practices.
- Collaborate with HR and hiring managers to ensure a seamless onboarding experience for new hires.
- Build and maintain a strong talent pipeline for current and future hiring needs, including passive candidates.
Education/Experience/Minimum Qualifications: - Bachelor's Degree in HR, Business Administration, Regulatory Affairs, or related field
- Proven experience (5+ years) in recruitment, with at least 2 years in a managerial or leadership role
- Experience with Applicant Tracking Systems (ATS), recruitment software, and HR tools
- Experience in high-volume recruitment or recruiting for specialized roles
- Familiarity with HR technologies, including AI-powered tools and data analytics
- Experience in recruitment marketing and employer brand management and previous experience working in a rapidly growing or changing organization preferred
Competencies: To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform essential job functions:
- Exceptional communication, negotiation, and interpersonal skills
- Excellent leadership and team management skills, with the ability to motivate and guide a team towards achieving goals
- Strong knowledge of recruitment practices, interviewing techniques, and talent acquisition strategies
- Data-driven mindset with the ability to analyze and act upon recruitment metrics and performance reports
- Deep understanding of labor laws, compliance, and ethical recruitment practices
- Ability to build relationships with stakeholders at all levels of the organization
- High level of organization and ability to manage multiple priorities in a fast-paced environment
Special Position Requirements Language Skills: Ability to read, analyze, and interpret employment laws. Ability to create and instruct on written organizational documents such as policies and procedures.
Mathematical Skills: Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals.
Reasoning Ability: The person in this position frequently communicates with coworkers and outside professionals. Needs ability to reason and collaborate with others as well as the ability to solve problems effectively and efficiently through critical and creative thinking.
Computer Skills: Constantly operates a computer and other office productivity machinery, such as a calculator, copy machine, and computer printer.
Work Requirements: Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Must be able to remain in a stationary position over 50% of the time. Constantly works in indoor weather conditions.
Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet.
Meduit is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race, color, religion, sex, age, national origin, disability, military status, genetic information, sexual orientation, marital status, domestic violence victim status or status as a protected veteran or any other federal, state, or local protected class.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) Meduit
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