Talent Acquisition Specialist

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process. Talent Acquisition Specialist Regular Full Time Professional Fresno, CA, US Salary Range: $29.64 To $35.39 Hourly Central Valley Regional Center (CVRC) is a non‑profit corporation, funded by the State of California to provide services to persons with developmental disabilities. At CVRC, our mission is to help individuals with intellectual and developmental disabilities, and children at risk, to reach their goals. With offices in Merced, Fresno, and Visalia, we support over 35,000 individuals with developmental disabilities in the Central Valley, including Mariposa, Madera, Fresno, Tulare, Merced, and Kings counties. We accomplish this by coordinating resources and collaborating with other agencies to develop the best services for Clients and families, valuing diversity, respecting individual rights and choices, and committing to excellence, honesty, and cost effectiveness in service delivery. BENEFITS OF JOINING CVRC: Employer-paid medical plan options available for employees Employer-paid dental and vision coverage for eligible family members CalPERS Pension Retirement Program Public Service Loan Forgiveness (PSLF) Eligible Employer Employer-paid Basic Life Insurance Supplemental Life & AD&D coverage options at group rates Flexible Spending Accounts (FSA) Generous paid time off, including vacation, sick leave, personal time, holidays, and longevity leave Flexible schedules, including 9/80 work week options with every other Friday off Telecommute opportunities for eligible positions after introductory period Meaningful work supporting individuals with developmental disabilities and their families Non‑Exempt Full Time Starting Pay: $29.6373– $35.3885/hr. U POSITION OVERVIEW Responsible for the development, implementation, and continuous improvement of talent acquisition programs and recruitment processes. Manages full-cycle recruitment activities for internal and external candidates, including high‑volume and difficult‑to‑fill positions, while partnering with hiring managers to support organizational staffing needs. Utilizes recruitment technology, data, workforce partnerships, and best practices to attract talent, improve candidate and hiring manager experiences, strengthen talent pipelines, and ensure effective, compliant, and mission‑focused hiring practices. U ESSENTIAL FUNCTIONS Manages and executes all phases of the full‑cycle recruitment process, including workforce planning discussions, job postings, sourcing, screening, interviewing, candidate selection, offer administration, pre‑employment processes, onboarding coordination, and new hire integration. Partners with hiring managers to establish recruitment priorities, develop recruitment strategies, determine position requirements, and create realistic hiring timelines that support organizational workforce needs. Balances and manages concurrent recruitment activities, including high‑volume cohort hiring, internal competitive recruitment processes, and recruitment for difficult‑to‑fill professional, clinical, and specialized positions. Develops and maintains recruitment plans and sourcing strategies for critical vacancies, proactively identifying and engaging talent through recruitment platforms, networking, workforce partnerships, educational institutions, professional associations, career fairs, internships, and other talent pipeline initiatives. Utilizes applicant tracking systems, recruitment technologies, automation tools, and sourcing platforms to effectively manage candidate pipelines, improve workflow efficiency, and support effective recruitment operations. Develops, maintains, and administers recruitment processes that promote consistency, transparency, compliance, equity, and positive experiences for candidates, employees, and hiring managers. Establishes and maintains candidate eligibility lists, talent pools, and recruitment records to support ongoing and future hiring needs. Serves as a primary point of contact for candidates throughout the recruitment process, building rapport, maintaining engagement, communicating status updates, and fostering a positive candidate experience. Consults with hiring managers throughout the selection process, including interview planning, candidate evaluation, and the development of meaningful feedback for internal candidates. Coordinates and facilitates high‑volume interview events, panel interviews, hiring events, and recruitment campaigns to support organizational staffing objectives. Develops, facilitates, and delivers training for hiring managers and staff regarding recruitment processes, interviewing techniques, legal hiring requirements, behavioral‑based interviewing, candidate evaluation, and talent acquisition best practices. Reviews, develops, updates, and maintains job descriptions through job analysis and collaboration with management to ensure accuracy of duties, qualifications, and organizational needs. Supports employer branding initiatives by contributing ideas, recruitment marketing content, outreach strategies, and candidate engagement efforts that strengthen the organization's reputation as an employer of choice. Supports pre‑employment and onboarding activities, including background checks, employment documentation, I‑9 collection and verification, new hire data entry, onboarding communications, and preparation for New Hire Orientation. Participates in and supports New Hire Orientation and onboarding activities as a member of the Human Resources team to ensure successful employee integration and engagement. Develops and maintains recruitment reports, dashboards, trackers, presentations, and other data‑driven communications that provide leadership with updates regarding recruitment activity, vacancies, hiring trends, and workforce needs. Identifies opportunities to collect feedback and analyze recruitment and onboarding data to evaluate effectiveness, identify trends, assess service levels, and recommend process improvements. Continuously evaluates recruitment, selection, and onboarding processes to identify opportunities for increased efficiency, standardization, compliance, quality, candidate engagement, hiring manager satisfaction, and organizational effectiveness. Assists with the development, implementation, documentation, and continuous improvement of recruitment workflows, procedures, standards, and best practices. Maintains knowledge of employment laws, regulations, and Human Resources best practices to ensure compliance with federal, state, and local requirements. Assists with the review, development, communication, and implementation of Human Resources policies, procedures, and initiatives. Participates in special projects, workforce initiatives, employee development programs, internship programs, career fairs, and other talent acquisition and Human Resources activities as assigned. Provides backup support to other Human Resources functions and team members as needed to ensure continuity of operations and service delivery. Maintains confidentiality, professionalism, strong customer service, effective working relationships, and commitment to CVRC's mission, values, and service standards in all interactions. MINIMUM QUALIFICATIONS Associate's Degree in Human Resources, Business Administration, Public Administration, Communications, or related field and a minimum of three (3) years of progressively responsible experience in full‑cycle recruitment; OR High School Diploma or equivalent and a minimum of five (5) years of progressively responsible experience in full‑cycle recruitment. Demonstrated experience managing high‑volume recruitment activities, including sourcing, screening, interviewing, candidate selection, offer management, and onboarding coordination. Experience utilizing Applicant Tracking Systems (ATS), HRIS systems, recruitment platforms, and sourcing tools to manage recruitment workflows and candidate pipelines. Experience developing recruitment strategies, building talent pipelines, and partnering with hiring managers to fill positions in a timely and effective manner. Strong organizational skills, attention to detail, and ability to manage competing priorities while providing exceptional service to candidates and hiring managers. Experience analyzing recruitment metrics and developing process improvements to enhance candidate, hiring manager, and onboarding experiences. Ability to work cooperatively and effectively with others. Must demonstrate initiative, self‑motivation, sound independent judgment, flexibility, strong interpersonal, and excellent written and oral communication skills. Must have a valid CA driver’s license, reliable vehicle, and vehicle insurance. TRAVEL REQUIREMENTS Must have the ability to travel within CVRC’s six‑county‑wide region as assigned or required. WORKING CONDITIONS Professional office environment. Noise level in the office is low to moderate depending on area. Individual workspace is assigned and varies from open cubicle to private office. PHYSICAL REQUIREMENTS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Manual dexterity for typing on a computer keyboard. Specific vision abilities including close vision, distance vision, depth perception, and ability to adjust focus required to view computer monitor, read numbers and printed material. Mobility sufficient to reach, lift and transport files and other work material to work areas. Sitting for extended periods of time. #J-18808-Ljbffr