Manager Talent Acquisition and Customer Solutions

The Manager Talent Acquisition and Customer Solutions is responsible for developing customer relationships and increasing business opportunity by managing recruiting consultants to provide service and talent to align with organization’s overall talent acquisition strategy.

RESPONSIBILITY LEVEL

Implements strategy for the TalentBridge recruiting team. Oversees daily operations, direct staff and ensures implementation of departmental policies, procedures and programs. Maintains operating budget and manages expenses. Communicates budgetary performance. Typically works on projects and initiatives that span 1-2 years and focuses on the creation of systems, processes and programs.

PRINCIPAL DUTIES

1. Accountable for team performance, including meeting placement goals, and achieving revenue and gross margin targets. Develops staff, ensuring proficiency in negotiating candidate salary and ensuring a solid understanding of the economic drivers of the staffing industry.
2. Responsible for individual talent acquisition activity, generally accounting for 20% of total time.
3. Work in conjunction with the business development team to create talent acquisition recommendations/proposals for our services and/or talent. Responsible for consulting with employers and supporting the recruiting staff in creating and delivering effective recruitment and placement plans.
4. Ensures that customer specific recruiting strategy is properly executed and objectives are met. Provides guidance and support to recruiting team, with regard to customer account management and execution of recruitment plans. Leads teams in creating talent acquisition strategy with a focus on DE&I.
5. Interview job applicants for key positions and present and assign them to appropriate clients. Develop staff to ensure proficiency in direct search, contingent placement, high volume recruiting and recruitment process outsourcing.
6. Develop customer relationships and increase business opportunity by managing recruiting consultants to provide service and talent to align with organization’s overall talent acquisition strategy. Engage with existing contacts and seek out new client contacts to build relationships.
7. Negotiate pricing/ fees with clients.
8. Work with the recruiting consultants to develop and execute client specific recruitment strategy
9. Maintain standards of confidentiality.
10. Act as the primary resource to give guidance and support on customer and candidate’s compliance-related issues. Ensures that all human resources policies and procedures are followed and that customer specific compliance requirements are documented
11. Participate in weekly meetings and provides regular updates to theDirector and/ or Branch manager and team with regard to the status of all current openings and any client management issues.
12. Maintain a safe and orderly work environment.
13. Leading and Developing Talent: Manages departmental structure, development and training of staff. Actively networks and sources for positions within the team.
14. Project and Change Management: Plans and manages projects of low to moderate complexity related to departmental function. Manages change with direct reports and participates in the leadership coalition that supports the change.
15. Community Engagement: Understands social trends driving Goodwill's community engagement initiatives, and champions initiatives.
16. Responsible for completing other duties/responsibilities as assigned.

REQUIREMENTS

1. Associates Degree or experience equivalency, and a minimum of 3 years’ managerial experience or Associates Degree or experience equivalency, and a minimum of 7 years’ experience.
2. Knowledge of disadvantaged and disabled populations.
3. Ability to operate personal computer and Ultipro/ eEmpact software.
4. Knowledge of federal and state laws which affect employees in the work place. Knowledge of Affirmative Action guidelines.

LEADERSHIP COMPETENCIES

1. Business Insight: Shares knowledge, keeps others informed of industry developments and provides education on business fundamentals. Applies insights and industry trends to drive critical initiatives. Helps others understand their contributions to the success of the broader organization.
2. Courage: Demonstrates the ability to deliver a difficult message and say “no” when necessary. Confronts tough organizational issues and coaches people on how to appropriately advocate in the face of adversity.

CORE CULTURAL COMPETENCIES

1. Customer Focus: Gathers customer satisfaction input and aligns business processes to work with those of the customer. Holds others accountable for meeting customer needs and addresses gaps in meeting emerging customer needs.
2. Values Differences: Creates an environment where differences are openly shared, embraced and incorporated into the team’s activities. Encourages others to be open to, seek and learn from diverse perspectives. Demonstrated sensitivity to cultural norms and expectations and helps other understand the value diversity brings to the business.
3. Communicates Effectively: Practices active and attentive listening and encourages candid and open communication among groups. Breaks down communication barriers and adjusts content and communication style to reach the audience and a diverse set of stakeholders.
4. Situational Adaptability: Sets an example of adaptability, adapting and shifting priorities in response to clients, constituents, or the organization. Helps teams adapt to new situations and shift approach or stay the course in the face of changing demands.
5. Drives Results: Fosters a sense of urgency within the team for reaching goals and meeting deadlines. Drives a record of success leading other to persist in achieving results despite setbacks or obstacles.
6. Ensures Accountability: Holds self and team accountable for outcomes and accepts responsibility for successes and failures of own work and the team’s work. Creates feedback loops within processes; monitors metrics and milestones to chart progress against expectations and accountabilities.

PHYSICAL/SENSORY DEMANDS

Job requires the following: remain stationary for sustained periods of time; ability to move about to accomplish tasks; must be able to operate a computer or similar technology, which typically involves substantial motions of wrist, hands and/or fingers; visual acuity to perform activities such as preparing data, operating equipment or review thoroughness of work; ability to communicate with others and exchange information. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Occasionally lifts and/or moves up to 20 pounds.

When determining placement within the salary range for this position Goodwill Greater Milwaukee & Chicago considers education, experience, internal equity, market demands and other qualifying criteria. It is not typical for individuals to be hired at or near the top of the rage for their role and compensation decisions are dependent on facts and circumstances of each case.

Certain roles are eligible to participate in an incentive plan. Participation in this plan does not guarantee an incentive payment and is subject to the terms and conditions of the plan, which are subject to change.

In addition to compensation, we offer a competitive benefit program that may include medical, dental, vision, short and long-term disability, life insurance, retirement plan, paid time off (PTO) and more. The specifics of each benefit package will vary depending on factors such as full or part time jobs, contracted, temporary, or other job categories.

Equal Opportunity Employer

(SEW) (GWINT)

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.