Staff Talent Acquisition Specialist

The Gateway Chapter’s Career Center provides information on employment opportunities for legal management professionals and other legal positions in the St. Louis metropolitan area. Positions available in the St. Louis area, along with a brief description, are listed below. To look at job postings outside of St. Louis, visit Thompson Coburn, a large full-service law firm with offices in eight (8) cities across the U.S., is in search of a non-exempt Staff Talent Acquisition Specialist to join its St. Louis office. With over 450 attorneys and experience in 50 areas of law, Thompson Coburn is regularly recognized for providing clients with outstanding value and service. Driven by our core values of integrity, innovation and diversity, we collaborate and work in a welcoming, fast-paced, and inclusive environment. As a Talent Acquisition Specialist at Thompson Coburn, you’ll be at the forefront of building our exceptional team, using your skills to identify, attract, and engage top-tier talent. In this fast-paced and collaborative role, you’ll take ownership of the full recruitment lifecycle for staff positions across the firm, partnering closely with hiring managers to deliver a best-in-class candidate experience. After an initial period of training, this position is eligible for a hybrid-remote work schedule. Key Responsibilities: Develops and implements sourcing and recruitment strategies for the Firm’s staff positions in conjunction with the Staff Talent Acquisition Manager, to include building network relationships with search firms and area colleges/universities and connecting with and sourcing talent through social media and other channels to attract a diverse pool of qualified and capable talent for the Firm. Schedules and participates in intake meetings with hiring managers during the position requisition process; provides an overview of the Firm’s recruitment workflow, sets expectations, addresses process-related questions, and gathers information on any anticipated challenges or role-specific considerations. Guides hiring managers on compensation decisions and offer strategies, ensuring alignment with the Firm’s overall compensation philosophy and internal equity considerations. Provides proactive, structured updates to hiring managers throughout the full recruiting life cycle, including pipeline status, candidate progress, market intelligence, and next steps. Initiates communication independently and with appropriate frequency based on the activity of each search. Identifies process improvement opportunities and evaluates workflow allocation, procedures and protocols for efficiency. Maintains knowledge of best practices and industry standards and identifies and implements effective recruiting methods and strategies based on the needs of the organization. Responsible for the administrative aspects related to the selection and hiring process; reviewing applications, conducting professional reference checks, recommending candidates for consideration and seeking offer approval. Collaborates with the hiring manager and/or other Human Resource team during the offer process, collects new hire information, and confirms start dates and other pertinent details. Ensures compliance with federal, state, and local employment laws and regulations, and company policies. Knowledge, Skills and Abilities Required: Ability to manage routine daily functions while resolving sensitive issues and complex assignments using strong critical thinking skills; must exercise sound judgment in determining when to elevate matters, involve leadership, and identify the appropriate individuals to engage at the right time. Must have ability to reason and apply sound judgement to complex recruiting situations, including anticipating how recruiting decisions and timelines may impact other departments or functions, and proactively addressing those considerations. Must possess a high level of professionalism and interpersonal skills to be able to work well with employees at all levels within the organization and maintain all information in the strictest of confidence. Required to use tact and diplomacy when dealing with others. Advanced technical, Word, Excel, and business software skills. Working knowledge of applicant tracking software programs and other technology required. Ability to travel as necessary. Experience and Education Qualifications: Bachelor's degree or equivalent work experience required. Minimum three (3) years of experience managing full cycle recruiting and talent acquisition required. Previous experience in a professional services environment is required. Experience utilizing applicant tracking system is required. Thompson Coburn LLP is a large, full service, multi-state firm with offices in Birmingham, Chicago, Dallas, Los Angeles, New York, St. Louis, Southern Illinois, and Washington D.C. At Thompson Coburn, our behavior and the expectations we have of ourselves are guided by the values that we hold in the highest regard: integrity, a passion for excellence, a focus on serving the client, a value of diversity, innovation, creativity, trust, and loyalty. Within the Firm, we value each other as people and colleagues. In addition to the exceptional working environment and a competitive salary, Thompson Coburn provides the following benefit options to qualifying employees: Medical Insurance Vision Insurance Life Insurance & ADD policies Short & Long Term Disability Insurance 401(k) Profit Sharing plans Parking/Transportation Stipend Section 125 Plan (Pre-tax premiums and medical reimbursement) Paid Holidays Paid Time Off (PTO) Employee Assistance Program (EAP) Employee Wellness Program Tuition Reimbursement College Savings Plan Deductions (529 Plans) The Gateway Chapter of the Association of Legal Administrators is a separate legal entity from the Association of Legal Administrators (ALA). ALA licenses the use of its name, mark, logos and other protected properties to chapters that are in good standing. ALA disclaims all liability or responsibility whatsoever for the actions, representations and liabilities of the Gateway Chapter, specifically including those of any nature whatsoever arising from or out of the content of other features related to the Gateway Chapter website. In no event shall ALA be deemed the guarantor of the Gateway Chapter. #J-18808-Ljbffr Ala Gateway