SUMMARY: The Talent Acquisition Specialist is an integral member of the Human Resources team, responsible for supporting the organization’s talent acquisition efforts by identifying, attracting, and recruiting qualified candidates. This position coordinates full-cycle recruitment activities, partners with hiring managers to understand staffing needs, and helps ensure a positive and efficient candidate experience from application through hire. The Talent Acquisition Specialist also coordinates new-hire onboarding activities and facilitates the administrative and logistical components of new-hire orientation. Success in this role requires strong communication, organization, relationship-building, and follow-through, along with knowledge of recruiting practices and employment requirements.

REPORTS TO: Senior Director of Human Resources

KEY RESPONSIBILITIES

Talent Acquisition

Work closely with company stakeholders and hiring managers to identify organizational hiring needs including open positions, newly created positions, and timelines for hiring.
Perform analysis of hiring needs and provide employee hiring forecast.
Develop, update, and maintain a sustainable talent acquisition and hiring strategy.
Conduct position evaluations, job classifications and prepare job descriptions.
Analyze prospective employees’ resumes, conduct interviews, and determine the suitability of the applicant for employment.
Apply in-depth interview techniques including behavioral and/or job-related knowledge, skills, and abilities.
Follow company and industry-specific recruiting procedures including but not limited to screening, interviewing, extending job offers, and proactive follow-up.
Responsible for understanding, using, updating, and maintaining candidate information within the HRIS as required.
Ensure compliance with legal and regulatory requirements relative to employment including EEO, HIPAA, Right to Work, and Human Resources Management.
Coordinate with Human Resources leadership and hiring managers on approved compensation ranges and offer details, and ensure recruiting activities follow applicable employment laws and organizational procedures.
Identify resources including but not limited to networking, sourcing, local trade schools, job fairs, contracting agencies, and other creative ways to fill open and difficult-to-fill positions.
Prepare and present weekly, monthly recruiting, staffing KPI, and related headcount reports.
Maintain accurate and up-to-date candidate records, requisition information, interview activity, and hiring status in the applicant tracking system (ATS) and HRIS.
Participate in the promotion of NCC career opportunities by cultivating and maintaining relationships, as well as attending career fairs sponsors, veteran transition programs, and local college, trade, and university institutions.
Coordinate with HR leaders and business units to identify current and anticipated staffing needs and support recruitment planning.
Meet with hiring managers to discuss job openings, establish position requirements, confirm qualifications, and understand recruitment timelines and priorities.
Identifies and implements efficient and effective recruiting methods and strategies based on the role, industry standards, and the needs of the organization.
Researches and suggests job advertising options (including social media platforms) and oversees job posting and advertisement processes.
Identifies and implements new sourcing methods as appropriate.
Trains hiring managers, as applicable, to use the NCC’s self-service recruiting tools and serves as a guide and resource through the recruiting process.
Advises hiring managers on interviewing techniques. Prepares interview questions and other hiring and selection materials.
Oversees and assists with checking candidate references and credentials, verifying experience and backgrounds.
Extend approved employment offers, communicate offer details to candidates, respond to candidate questions, and coordinate the transition from offer acceptance to pre-employment and onboarding activities.
Coordinate pre-employment onboarding tasks for new hires, including requesting, collecting, and tracking required employment documents and ensuring outstanding items are communicated and followed up on before the start date.
Coordinate new-hire orientation logistics, including scheduling, communicating orientation details, preparing materials, confirming attendance, and coordinating with HR and applicable departments.
Review new-hire files and onboarding checklists for completion and accuracy; follow up on missing documentation, forms, and required acknowledgments.
Serve as a point of contact for new hires during the onboarding process by providing timely instructions, answering process-related questions, and directing questions to the appropriate HR representative.
Coordinate the handoff of completed onboarding information to the appropriate HR and operational contacts to support a smooth first day and transition into the organization.
Collaborates with other human resource staff through the process as necessary.
Monitor labor market dynamics and share information with the team and managers.
Performs other human resources-related duties as assigned.

QUALIFICATION REQUIREMENTS: (Required to perform essential functions)

The requirements listed below are representative of the knowledge, skills, and/or abilities required to successfully perform this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

At least 5 years of recruiting experience preferred with at least 7 years of related work experience.
Experience recruiting for an association, or nonprofit is highly preferred.
Proven work experience in Talent Acquisition.
Thorough understanding of full lifecycle recruiting methods and best practices.
Ability to create and implement sourcing strategies for recruitment of a variety of roles.
Contributes to the organization’s diversity, equity, inclusion, and belonging initiatives through sourcing, screening, and selection.
Adept, consultative approach and demonstrated ability to act as an internal advisor. Ability to develop trusted relationships across all levels of the organization, built on professionalism, follow-up, and accurate communication.
Strong verbal and written communication skills, including organizational, and project management skills.
Proactive and independent with the ability to take initiative. Excellent time management skills with a proven ability to meet deadlines.
Ability to work independently and as part of the broader HR team.
Hands-on experience with Applicant Tracking Systems, web-based sourcing tools, and HR databases. Proficient in Microsoft Office Suite. Experience with ADP is a plus. Experience leveraging social media for recruiting purposes is a plus.

EDUCATION

A Bachelor of Arts or Bachelor of Science Degree in Human Resources Management or Business Administration

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