Talent Acquisition Coordinator

Overview

Job Summary

The Talent Acquisition Coordinator plays a key role in administrative support to the TA team and the overall recruiting process. The TA Coordinator partners closely with our Recruiters, TA Manager, Hiring Managers, HR Business Partners and candidates in a fast-paced environment. The TA Coordinator will interact with all levels of the organization in order to execute the new hire's onboarding process from offer accepted to their first day at Orientation.


Essential Functions and Responsibilities include the following:


• Manages teammate onboarding processes and adherence to employment compliance requirements; ensures and maintains document compliance and schedules drug tests, background checks with candidates and facilities, coordinates completion of I-9 and other documents, prints badges and monitors process to completion.
• Serves as liaison between AMC and third-party vendors regarding relocation, background clearance processes and drug testing; coordinates requests, answers questions, monitors and receives results
• Validate new hire documentation, including transitioning candidate documentation from recruiting to onboarding.
• Answers telephone calls and emails from candidates, teammates, and all level of the organization regarding new hire processes, paperwork requirements, and background checks
• Electronically hire all external and internal AMC teammates through our HR platform and ATS (UKG & ICIMS)
• Identifies trends and issues with the onboarding process flow; makes improvement recommendations to department management
• Coordinates and works with training/education team regarding new hire's first day of Orientation
• Assists with Orientation (InDoc) set up, check in, and clean up.
• Assist with recruitment administrate duties:
• Other Duties as assigned.
Additional Job Requirements
• Regular scheduled attendance
• Indicate the percentage of time spent traveling: less than 10%

Subject to applicable laws and Air Method's policies, regular attendance is an essential function of the position. All employees must follow Air Methods' employment practices and policies.

Supervisory Responsibilities

This position has no supervisory responsibilities.


Qualifications

To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. In accordance with applicable laws, Air Methods will provide reasonable accommodations that do not create an undue burden so disabled employees may perform the essential functions of the position.

Education & Experience

• Bachelor's degree (BS/BA) from four-year college or university and 1 to 3 years' related experience and/or training; or equivalent combination of education and experience
• Knowledge of HR processes and recruiting/onboarding systems preferred

Skills

• Excellent organizational skills, detail oriented, ability to prioritize and multi-task to meet deadlines
• Strong interpersonal skills and a high degree of collaboration skill with various levels of management
• Advanced customer service skills and excellent communication skills both written and verbal
• Processes data within already defined procedures


Computer Skills

• Intermediate Microsoft Office Suite, including Word, Excel, PowerPoint and Outlook


Certificates, Licenses, Registrations

• None

Air Methods is an EEO/AA employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

Minimum pay

USD $25.00/Hr.

Maximum Pay

USD $30.00/Hr.

Benefits

For more information on our industry-leading benefits, please visit our benefits page here.


Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)