Talent Management & Acquisition

NSI Industries
Focused on the electrical, network infrastructure and HVAC markets, NSI continues to outpace the industry in unprecedented growth. We are all about Making Connections, and we know our future success depends on the collective talents and experiences of our people and their ability to come together for our customers and communities. With locations across North America, NSI has the size and breadth to provide opportunities to grow and develop. If you’re looking for a dynamic, fast-paced and growing workplace to continuously learn and thrive, we want to hear from you!
POSITION SUMMARY
The Talent Manager is responsible for both Talent Acquisition and Talent Management at NSI. While primarily focused on the development, implementation and coordination of strategies designed to attract, hire, and retain high quality employees at all salary levels of NSI Industries, the role will also partner closely with the CHRO to refine and implement aspects of Talent Management.
Talent Acquisition: The successful candidate will analyze our current state and identify strategies and practices to accelerate our maturity in talent acquisition. Critical will be the collaboration with, and influence across, NSI’s Electrical and HVAC Divisions to forecast future workforce and leverage tools and sources to fulfill the organizational needs. This includes creating innovative ways to attract talent and help to build the talent assessment capabilities with managers and HR.
Talent Management: With continued aggressive growth aspirations, NSI has outlined and initiated several talent practices in support of the company’s expansion. This role will help to institutionalize these practices and outline additional actions to accelerate our growth and a culture that is service oriented, and purpose driven.
JOB RESPONSIBILITIES

• Support and refine the recruitment process leveraging our current ATS (JazzHR) to ensure efficient and effective hiring of salaried talent.
• Manage and coach one additional recruiter while preparing to scale the team as the company expands.
• Build and ensure implementation of recruitment strategies that result in improved time to fill, cost, and retention.
• Establish strong partnerships with local schools to create a robust intern program leading to strong local new associates.
• Partner with the CHRO to refine and operationalize performance management, talent review and succession, organizational reviews, and engagement. 
• Work closely with HR across the company to ensure capabilities are built in all talent areas, including external talent assessment, internal talent evaluation, succession planning, and engagement.
• Maintain and develop monthly, quarterly, and yearly talent metrics and reports.
• Maintain current workforce plans and communicate with hiring managers and recruitment staff as needed.

Deliverables:

• Standardize metrics and reporting of talent initiatives
• Create and analyze monthly, quarterly and annual reports for long term planning purposes and for determining ROI
• Create a compelling strategy that includes:
  
  • Working with internal Communications to create an employee value proposition to engage, excite and encourage applicants to apply.
  • Develop a recruiting strategy that attracts a diverse and qualified applicant pool by identifying new opportunities and channels that maximize our investments
  • Effectively leverage social media platforms as a recruiting tool, developing ways to track the impact of each platform
• Enable internal talent movement through internal job advertisement and creating visibility to open roles across the company
• Improve and enable the hiring manager experience by educating, training and guiding them through interviewing, hiring and onboarding best practices
• Operationalize and calendarize talent programs to ensure quality execution and adoption
• Stay current on technical recruiting knowledge and industry trends and comply with all federal, state, and local laws
   

Qualifications

• Bachelor’s degree in human resources, Business Administration, or related field.
• 8+ years of functional recruiting experience in a full life-cycle environment
• 2+ years of team leadership experience.
• Successful track record in recruiting process development and reporting
• Ability to multi-task and persevere in a fast-paced dynamic environment with a sense of urgency
• Comfort in communicating at all levels of the organization and utilizing your skills and expertise to inspire and influence the organization to action
• The ability to operate effectively in an ambiguous environment and embrace changes as they arise
• Team player mentality with a willingness to jump in and help where needed