Contract Technical Recruiter and Sourcer

Job Description:

Work on a contract basis with a dynamic and collaborative team! This position is responsible for executing on recruiting talent strategies in an effective and efficient manner that is in alignment with the needs of the business.

ESSENTIAL JOB FUNCTIONS AND RESPONSIBILITIES:

• Supports talent acquisition strategy, planning, development, implementation and administration of the company’s diversity and inclusion initiatives to recruit, hire and retain a diverse workforce and to foster a fair and inclusive work environment.
• Work collaboratively with assigned business unit, senior leaders, hiring managers and Talent Recruitment Advisors. Operate as a strategic partner to the assigned business unit. Gathers detailed interview feedback from hiring managers to identify, determine and select the most qualified candidates.
• Research, recommend and implement new, innovative and best practice recruiting avenues.
• Lead recruitment searches within defined SLAs up to and including Dir level searches and provide Sr Mgr TA with ad hoc support on VP+ level searches.
• Partner closely with Talent Recruitment Advisor/Sourcer (in market and centralized through GBS) to help create an effective sourcing strategy to attract best in class talent.
• Participate in selection processes (interviews, assessment centers, job simulations, debriefs) as appropriate, and according to market practice.
• Coach hiring managers and interviewers/assessors on appropriate selection method best practices and methodologies to ensure consistency and high-quality execution throughout the interview process.
• Defines and executes recruiting brand, sourcing, and retention strategy to attract employees supporting short- and long-term business needs; oversee recruitment module.
• Drives the recruitment process through the online Applicant Tracking System (ATS), including consistently moving candidates through workflow.

• Responsible for timely maintenance, updates, and posting of information to appropriate sites or department, such as job boards and employment sites.

• Collaborates wit University Relations Recruiter to support both intern/co-op and rotational program hiring needs to support and build an appropriate pipeline of campus talent.

• Leverages internet sites, blogs, social media, networking groups and/or methods.
• Builds relationships with candidates and serve as the “face of the Company” to candidates and new hires.
• Develops practical tracking and reporting methods to monitor and improve performance.
• Identify tools, systems, or technologies that will improve our processes and make the team more efficient.
• Ensure compliance with Department of Labor, ERISA, IRS, EEOC and other government agencies for all talent acquisition programs and proactively manages risk mitigation within these areas.
• Ensures talent acquisition processes and practices comply with relevant legislation, policy, and industry best practices globally.
• Performs additional tasks, projects and responsibilities as assigned.

SUPERVISORY RESPONSIBILITIES: None

KNOWLEDGE, SKILLS AND ABILITIES:

• Excellent customer service and process focused experience.

• Excellent communication, interpersonal and consultative skills.

• Critical and creative problem-solving skills.
• A track record of personal accountability, strong work ethic and proven organizational skills with attention to detail.

• High-energy, adaptable team player with a strong work ethic.

• Experience working within a team-oriented, collaborative environment.

• Ability to prioritize and execute tasks, agile best practices experience a plus.

• Organizational and analytical skills.

Other Qualifications
The Winning Way behaviors that all Vertex employees need in order to meet the expectations of each other, our customers, and our partners.

• Communicate with Clarity - Be clear, concise and actionable. Be relentlessly constructive. Seek and provide meaningful feedback.

• Act with Urgency - Adopt an agile mentality - frequent iterations, improved speed, resilience. 80/20 rule – better is the enemy of done. Don’t spend hours when minutes are enough.

• Work with Purpose - Exhibit a “We Can” mindset. Results outweigh effort. Everyone understands how their role contributes. Set aside personal objectives for team results.

• Drive to Decision - Cut the swirl with defined deadlines and decision points. Be clear on individual accountability and decision authority. Guided by a commitment to and accountability for customer outcomes.

• Own the Outcome - Defined milestones, commitments and intended results. Assess your work in context, if you’re unsure, ask. Demonstrate unwavering support for decisions.

COMMENTS:

The above statements are intended to describe the general nature and level of work being performed by individuals in this position. Other functions may be assigned, and management retains the right to add or change the duties at any time.