Talent Acquisition Manager

MISSION CONTRIBUTION:


Manages the integrity of the talent acquisition process to support community based, leadership and internal staffing efforts, Collaborates internally and externally to recruit and identify leadership and those with program eligibility criteria including disabilities and other barriers to employment into Goodwill mission employment programs.

SUMMARY:


Under the general supervision of the Senior Manager of HR Operations, the Talent Acquisition Manager will be primarily responsible for overseeing the talent acquisition teams for GIMI and GIPB along with developing, identifying, attracting, recruiting, hiring, onboarding, and investing in qualified individuals for positions within the communities we serve, as well as within the Goodwill team. A critical component of this position is to support the Talent Acquisition Team efforts in a variety of initiatives that contribute to the new hire retention and job satisfaction of those employed.

ESSENTIAL FUNCTIONS:

1. Talent Acquisition
   1. Works with GIMI and GIPB's hiring managers to identify employment needs and to coordinate the proper documentation of open positions including confirmation of current job descriptions and authorized personnel request forms. Prepare progress reports for management regularly and when requested.
   2. Works with Program Services leadership, Mission services and Operational Leadership executive team to determine recruitment strategy for open positions. This includes pursuing traditional and creative avenues to identify and attract possible qualified candidates; and building and maintaining partnerships and relationships with local job connections, colleges/universities, and placement agencies. Coordinates all weekly job openings with the Talent Team prioritizing business needs. Publishes list and make community contacts (including newspaper, and online web-based advertisements) regularly or as required.
   3. Leads Talent Acquisition team to ensure the preparation and maintenance of accurate hiring records in accordance with job requirements, applicable statutes and accreditation requirements, i.e., I-9s and identification, W-4s, credential verifications, background check records and drug test results, among others. Supports the process of personnel data in a timely manner in accordance with the State of Florida, the Department of Labor, and Agency standards - including any accreditation requirements.
   4. Administers and monitors pre-employment background check program and post-drug screening for the organization.
   5. Produces reports including career development, selection, recruiting progress reports of hiring and vacancy numbers as well as a variety of other personnel reports, per business needs.
   6. Leads team to ensure that all personnel transactions are processed in our HRMS system and documented appropriately as requested by Payroll and Human Resources, on time. Maintains team member electronic databases as required.

1. Talent Management & Mission Stewardship
   1. Ensures the preparation and maintenance of accurate hiring records in accordance with job requirements, applicable statutes, and accreditation requirements, i.e., I-9s and identification, W-4s, credential verifications, background check records and drug test results, among others. Supports the process of personnel data in a timely manner in accordance with the State of Florida, the Department of Labor, and Agency standards - including any accreditation requirements.
   2. Ensures proper delivery of new hire orientation to acclimate new team members to Goodwill's Core Values, Guiding Principles, policies, and procedures, and to inspire and create engagement with our mission.
   3. Manages appropriate scheduling of first days of employment, completion of timely and accurate new hire paperwork and all relevant training material.
   4. Works to create and maintain a well-organized and effective employment process that enables positive synergy between Talent Acquisition and all departments in the company. Drives and directs all staffing actions from beginning to end, this includes but is not limited to posting, screening and interviewing candidates for open positions and referring the most qualified candidates to the hiring manager for interview.
   5. Responsible for maintaining the integrity of the Onboarding Vacancy List on SharePoint as well as ensuring that we meet budgetary constraints with postings that are being utilized. This includes pursuing traditional and creative avenues to identify and attract possible qualified candidates and building and maintaining partnerships and relationships with local job connections, colleges/universities, and placement agencies.
   6. Ensures the proper pre-employment screens, including drug screening, MVRs, education checks when applicable, and background check processes. Supports the preparation of all documentation related to the hiring process for all positions.
2. Team Development
   1. Support the proper onboarding of the leadership development program ensuring the proper first steps of their functional training requirements, and conducting follow-up learning sessions for all leadership learning plans as applicable.
   2. Ensures via Talent team and initiatives the proper coordination of all LDP learning sessions, communicates with participants, and manages the integrity and effectiveness of program delivery.
   3. Works closely with Mission Services leadership to apply and develop operational improvement plans for overall supported jobs plus language, mission employment and preemployment, selection, and onboarding practices.
   4. Ensures and maintains a strict level of confidentiality regarding team members and all participant data.
   5. Develop working relationships with other Goodwill teams and team members.
   6. Helps ensure the alignment of all Human Resources SOPs involving the hiring of Goodwill team members.
   7. Ensures and provides open and honest communication that encourages all team members not to place themselves, donors, or customers in harm's way.
   8. Communicates and supports Goodwill's drug-free workplace, strives for and maintains a positive work environment following Goodwill's Core Values and Guiding Principles
   9. Understands represents Goodwill's zero tolerance for harassment, substance abuse, workplace violence, failure to report medical incidents (work or non-work related), and theft or other related offenses.
   10. Represents Goodwill in a positive and effective manner in our communities. Creates and nurtures community partnerships/relationships.
   11. Attends in-service and related training as assigned.
   12. Performs other duties as assigned.

MINIMUM QUALIFICATIONS:

• Practical knowledge of screening, interviewing and reference check procedure.
• Excellent verbal and written communication skills.
• Counseling/coaching in training/educational methods.
• Windows Operating System, HRMS; Microsoft Word, Works, Excel, PowerPoint, Internet Explorer, Outlook.
• Strong organizational skills and attention to detail, ability to maintain confidentiality of sensitive information.
• Establish and maintain meaningful, purposeful, mature interpersonal relationships with both internal and external customers.
• Ability to make data-based management decisions supporting community needs.
• Support development of curriculum suitable for subject/topic, business, and audience.
• Ability to motivate others to act, delegate job duties and hold teams accountable.
• Instruct in a clear and patient manner.
• Maintain a positive, friendly attitude, and a neat, clean, and well-groomed appearance.

TRAINING & EXPERIENCE:

• Bachelor's degree in business, organizational development or human resources related fields.
• Minimum of 5+ years of previous Talent Acquisition, staffing or operations experience or human resources field.
• HR or other applicable certifications preferred.
• Recruitment experience hiring retail, manufacturing, or equivalent positions.
• Basic knowledge of CARF standards preferred.
• Minimum of two years of management/supervisory experience.

PHYSICAL REQUIREMENTS:

1. Able to lift, push, pull, carry, or otherwise move up to twenty-five (25) pounds with no support regularly. Over twenty-five (25) pounds request for additional team member assistance as needed.

SPECIAL REQUIREMENTS :

1. Must be able to work occasionally after-hours and weekends. This position may require travel to multiple locations daily.
2. This position is safety-sensitive and requires drug testing.
3. This role may require access to facility keys and alarm systems.
4. Must possess a valid driver's license, appropriate insurance coverage and a privately owned reliable means of transportation to travel throughout Goodwill territory to visit stores and locations as necessary.
5. This position may also require you to hold personal auto insurance, review of your MVR (Motor vehicle record).

CRITICAL PERFORMANCE FACTORS (CPFS)

1. Appropriate staffing levels and reasonable recruitment/hiring as measured by backfill rate
2. Integrity of pre-employment process
3. New Hire 30-day Retention (75%+) , New Hire 90-day Retention (65%+)
4. Back-fill rate vs last assessment hourly (<14 days) and leadership (<30 days)
5. Timely and accurate progress reports of hiring, vacancy numbers, compliance, and outcomes in accordance with law and CARF requirements.
6. Integrity of onboarding process and outcomes
7. Role Model Worker Program- goals vs. achieved (measured by RMW vs goals and retention rate)
8. Sales per labor hour vs LY
9. Customer Service based on feedback provided and/or CS Questionnaire score vs actual goal of 4.0<