Talent Acquisition Specialist II

Provides functional support for various areas of the Company’s talent acquisition strategy. Provides full lifecycle recruiting in support of the assigned locations from the job development to pre-hire phase. Partners closely with business leaders and hiring managers to ensure that the recruiting process moves efficiently and effectively identifies and hires talent to serve business needs and demand. Serves as the talent acquisition lead for client’s commercial business segment focusing on consistency, standards, and best practices for the Company

ESSENTIAL JOB DUTIES/RESPONSIBILITIE

Ensures compliance with day-to-day, local and national, temporary and full-time, employee position recruitment operations for the business Manages full cycle recruiting process and procedures Sources active and passive job seekers, recruits, conducts pre-screens, and recommends external and/or internal candidates for all level jobs, which may include entry level, experienced professional and technical, support staff, hourly and management Suggests revisions to job descriptions and advertisements, as applicable, in collaboration with the hiring manager and HR Business Partner for assigned open positions in accordance with Company practice and procedure Leads a recruiting strategy meeting with hiring managers of open positions to identify needs, qualifications, responsibilities and characteristics of potential employees Consults with the hiring manager to identify the preferred recruiting approach to ensure the most qualified candidates are efficiently identified throughout the recruiting process Knowledgeable of functional, talent acquisition-related best practices and trends and makes recommendations in areas such as technology, process improvement, practice and approach May provide backup to recruiting coordinator to schedules interviews with candidates and managers Supports candidates and hiring managers through the interview and hiring process, providing the hiring manager with suggested phone screen and interviewing questions and ensures compliance while actively updating candidates of their status throughout the interview process Knowledgeable of Company benefits, salary, and corporate culture and effectively communicates to candidates as appropriate Creates offer analysis, makes compensation recommendations, drafts offer letters, and submits for approval, in accordance with the Company’s practices and procedures Advises managers on compensation issues and individual salary adjustments Maintains relationships with hiring managers to stay abreast of current and future hiring needs Ensures and maintains OFCCP Aff... and accurate and concise hard and soft copy recordkeeping requirements including EEO data Provides weekly recruiting status report to manager and updates manager as needed and/or requested May recruit from colleges, technical schools, and job fairs to support the Company’s hiring needs and/or the annual internship program and entry-level needs of the organization May participate in various networking sessions with industry contacts, associations, trade groups, and coworkers to benchmark and identify best practices. Special assignments or tasks assigned to the employee by their supervisor, as determined from time to time at their sole and complete discretion Experience : A minimum of five years of full-lifecycle recruiting experience in a corporate or agency environment are required.

PREFERRED EXPERIENCE:

Depending on assignment, specific recruiting experience and knowledge of certain roles in the oil and gas industry may be required. Specific recruiting experience and knowledge of commercial and operations roles within the oil and gas industry strongly desired. EDUCATIONAL LEVE L: A minimum of a Bachelor’s Degree in Human Resources Management, Business Administration, or a related field is required. A combination of the equivalent number of years of education and work experience in lieu of a Bachelor’s Degree would also be considered

REQUIRED SKILLS:

Ability to lead recruiting activities and efforts successfully and withinin compliance for the assigned roles. Ability to develop job advertisements and market the Company and it’s opportunities successfully to generate and attract qualified applicants. Creativity in sourcing and screening for hard to fill positions using various sources such as the internet, referrals, networking, job fairs, cold calls, etc. Demonstrated, working knowledge and the ability to leverage technology, including but not limited to, job search engine search functionality and social media to successfully generate qualified applicants. Excellent reading and writing skills. Working knowledge of general human resources principles and ability to apply this knowledge as it pertains to the Company. Proficiency in Microsoft Office products (Word, Excel, Outlook) and the ability to quickly learn other computer applications, such as SAP, Applicant Tracking Software, LinkedIn Recruiter, and Recruiting System technology. Demonstrated knowledge of excel in areas such as manipulating data fields, pivot tables and vlookups. Knowledge of federal and state employment practices. Excellent organizational, prioritization, attention to detail, and time management skills are a must. Ability to perform basic mathematical calculations, strong analytical skills, flexibility, team player, tact and maturity, and multi-task oriented. Ability to work independently. Strong planning, customer service, customer orientation, and interpersonal skills with the ability to effectively communicate in both written and verbal format. Ability to handle confidential information including Protected Health Information (PHI) and all applicable compliance issues in relation to relevant HIPAA and ADAAA regulations.

PRFERRED SKILLS:

SAP HCM experience, specifically in SuccessFactors Recruiting, is preferred. Knowledge of EEO and affirmative action laws and OFCCP Federal Contractor requirements. #J-18808-Ljbffr Spectraforce