Manager Talent Acquisition

Job Summary
The Manager Talent Acquisition reports into the Sr. Manager, Human Resources and will lead strategic staffing initiatives for WebTPA with a special emphasis on designing, implementing, updating and enhancing recruiting processes, procedures and systems; educating and training Managers and staff on effective and compliant Talent Acquisition Best Practices and be responsible for creating, maintaining and tracking continuous and effective talent pipelines.

Essential Functions

• The essential functions listed represent the major duties of this role, additional duties may be assigned.
• Leadership & Business Partnering:
  
  Develops recruiting strategy and processes to deliver quality effective talent acquisition outcomes.
  
  Engages team and business partner feedback, input and ideas in improving all aspects of talent acquisition service delivery, and understanding engagement drivers or obstacles within team.
  
  Provides effective employee development and engagement opportunities to support team in doing its best work, and build/retain high performance across team and enterprise.
  
  Collaborates closely and effectively with other leadership to provide clear, consistent direction, and positive experiences to employees.
  
  Responsible for identifying and initiating team member disciplinary measures in partnership with HR.
  
  Supports diverse talent management goals, initiatives, and team development to support compliance and other talent drivers.
  
  Provides timely, effective communication up, down and across the WebTPA organization and timely key stakeholder engagement to avoid risk, support team engagement and culture of trust and transparency.
  
  Continuously hones own talent acquisition expertise, specifically in the areas of consulting, creative problem-solving and talent sourcing, to support strategic and operational talent planning, and establish team as results focused talent advisors.
  
  Directly accountable for hiring externally and promoting within. (40%)
• Talent Acquisition Process & Tools:
  
  Aligns team priorities, process and skills in support of long and short term talent requirements, and provides information and insights to drive strategic workforce planning.
  
  Works in close collaboration with others to drive consistent, clear direction to staff and end users on processes, roles, and responsibilities needed to achieve outcomes (SLA's, metrics, projects).
  
  Communications clear written and verbal expectations, training and process support documentation, and escalates high risk or business disruption issues to appropriate staff to minimize business and team impacts.
  
  Dynamically and effectively works cross functionally to achieve objectives. This may include research, business case development support or shared goals/metrics.
  
  Demonstrates ability to plan, measure, and track required SLA's, budget and other data driven decision-making and outcomes.
  
  Collaborates with GuideWell Talent Acquisition and plays active role in assessing process, tool and technology requirements, and provides insights and data to support recommendations.
  
  Manages or supports vendor/partner relationships to ensure the enterprise derives quality services and adherence to SLA's.
  
  May lead or provide key support on technology or operational initiatives to drive enterprise consistency. (30%)
• Recruitment Strategies & Management:
  
  Directly responsibility for and oversees recruitment sourcing, screening and interviewing of candidates at various stages of the hiring process.
  
  Manage and distribute current candidate activity in the applicant tracking system (ATS).
  
  Partner with hiring managers to gain an understanding of their business needs and respective talent requirements to create candidate profiles. Require intake meetings to learn about each candidates which will be utilized for the recruiting process of open positions.
  
  Collaborate with GuideWell Talen Acquisition to develop and implement new recruiting strategies as well as processes that drive hiring efficiencies and improvements to the recruitment efforts.
  
  Continued training on unique sourcing resources and traditional staffing strategies such as employee referrals, career fairs, online job fairs, community network events to identify and attract quality candidates.
  
  Oversee and develop campus recruiting team. (30%)

Required Work Experience
6+ years related work experience. Experience Details: Staffing and/or general HR experience, including agency or vendor experience.

Required Management Experience
3+ years direct supervisory/management experience

Required Education
Related Bachelor's degree or additional related equivalent work experience

Additional Required Qualifications

Salesmanship: able to "sell" candidates on the WebTPA experience and culture; able to "sell" Hiring Managers on candidates when presented
Proven experience in consulting and influencing leadership decisions
Resourcefulness: able to creatively identify new pipelines of talent and think outside the box continuously for the war on talent
Excellent listening skills: listen to candidates and how they respond to questions; to hiring managers when describing what they need for their teams
Work collaboratively and professionally at all levels in the company and all levels of candidates for open positions- maintaining a great candidate experience with WebTPA
Proudly represent WebTPA to outside entities and create partnerships with colleges, universities, and other local organizations
Disciplined and self driven; competitive at filling requisitions with quality hires
Ability to maintain confidentiality as a member of Human Resources team

Additional Preferred Qualifications• 2 years of demonstrated results in high volume and multi-incumbent recruiting strategy, sourcing plans and targeted sourcing approaches.• Direct experience in implementing and developing team skills in passive engagement and sourcing, social sourcing tools and approaches, and working cross functionally with talent acquisition programs and projects. • Exceptional client engagement and recruitment planning skills and proven ability to partner with business partners cross functionally to get to optimal outcomes within timelines and budget.

General Physical Demands
Sedentary work: Exerting up to 10 pounds of force occasionally to move objects. Jobs are sedentary if traversing activities are required only occasionally.

Physical/Environmental Activities
Must be able to travel to multiple locations for work (i.e. travel to attend meetings, events, conferences). Occasionally
We are an Equal Opportunity/Protected Veteran/Disabled Employer committed to creating a diverse, inclusive and equitable culture for our employees and communities.