Recruiter/ TA Specialist

Recruiter/TA SpecialistTitle: Recruiter/TA Specialist Duration: 8 months Location: Portland, OR- Hybrid (2-3days)Description Talent Acquisition: Sources, identifies, and secures applicants for internal and external positions. Develops and implements staffing processes and provides consultation and advice. Selection and Staffing: Administers screening and selection tools. Recommends interview questions to hiring managers. Provides hiring managers with tools to assist in the selection process. Ensures staffing processes comply with laws and regulations. Escalates candidate concerns. Consultation Provides information to managers on staffing and guides managers to appropriate staffing solutions (temporary, contingent, regular, etc.). Provides information to managers on recruitment process and general staffing. Branding: Supports initiatives that enhance the organization's brand in the employment market. Talent Sourcing: Sources and pre-screen proactive candidates for recruiters. Collaborates with hiring managers and/or vendors, if appropriate, to identify appropriate recruitment channels. Process Improvement: Recommends process improvements and participates in department projects and initiatives. Functional Competencies: Intermediate knowledge of employment laws related to area of discipline Working knowledge of PGE's policies, procedures, collective bargaining agreements and benefit plans Working knowledge of industry best practices related to area of discipline Working skills in project management Working skills in facilitation and presentations Working skills in systems and programs used in functional area, including data retrieval General Competencies: Intermediate customer focus skills Working safety leadership skills Working skills in analytical thinking Intermediate skills in problem solving Intermediate oral and written communication skills Intermediate interpersonal skills Working decision-making skills Intermediate organization and prioritization skills Working knowledge of business process interrelationships Intermediate business acumen skills Intermediate skills in change leadership Physical and Cognitive Demands Cognitive Level Intermediate: Consistent use of relevant principles to solve practical problems and to deal with a variety of concrete variables in situations where only limited standardization exists. Cognitive: Ability to adhere to set response times, deadlines, and time-sensitive tasks Ability to follow accuracy standards Ability to follow through on decision-making tasks Ability to interact effectively and collaboratively within a team environment Ability to communicate and problem solve when under stress Ability to respond and adapt to frequent change Ability to accept and demonstrate self-awareness when provided constructive feedback Ability to discern feedback and acknowledge ownership of areas of improvement Ability to avoid future mistakes by applying reasonable skills to new but similar work situations or tasks Ability to successfully collaborate with peers, managers and others within the organization Demonstrates sound memory Ability to process new information to be applied consistently to work tasks Schedule/Attendance: Ability to occasionally work long hours Ability to occasionally work a variable schedule Ability to report to work and perform work during periods of severe inclement weather Ability to consistently meet attendance standards for regular, reliable, predictable, full-time attendance [for part- time positions, change to part-time attendance] What your day will look like Can you give a high-level overview of your team size, roles, its initiatives/deliverables, and any tool/technologies specific to your team/department/project they will be supporting: The TA team is responsible for attracting, hiring and onboarding talent into the organization. We are 12 people with 6 recruiters, 2 coordinators, 2 TA Ops and 1 onboarding manager. We use Workday as our ATS. What would "a day in the life" of this role look like?: This role will flex depending on business need. An average day would be managing the full life cycle of 25 requisitions which includes posting, sourcing, screening, hiring manager interaction, making offers. If req load is low, the role will flex to more sourcing support for the full-time recruiters so I'm looking for someone who is comfortable with full life cycle recruiting but also can do sourcing if needed. What interaction level with this role have the team members and hiring manager? Medium-high interaction with team members and low interaction with the hiring manager. Interaction with the team will be for training, onboarding, team meetings, coordinating panel interviews, background check confirmation and sharing of information. Most interaction is with candidates and hiring managers. What would you say is the top priority for the worker over the first few weeks/months?: Get trained on our recruiting processes and systems fast. Build trust with the team and with hiring managers. Take on requisitions with confidence. What do you foresee being the biggest challenge in this role? Being able to jump into a new environment (if new to utilities) and understanding the utilities industry and our specific systems and processes. Looking for someone who is adaptable and comfortable with change. Requirements Required Skills Education Requirements (Experience in Lieu of Degree): University degree preferred (2 years experience in lieu of Degree) Must have 3+ years of full life cycle recruiting How many years of experience are you looking for?: MINIMUM 3 YEARS OF FULL LIFE CYCLE RECRUITER EXPERIENCE (NOT COORDINATOR, OTHER ROLES) Is utilities experience required? (Y/N) N Experience: Typically two or more years in human resources. Certifications, Licenses and Training: PHR, SPHR, SHRM-CP or SHRM-SCP preferred; other HR certifications a plus (e.g., CEBS, CBP, CCP, AIRS). Competencies (Knowledge, Skills, Abilities) Top 3 Must-Haves (Hard and/or Soft Skills): 1. 3+ years of full life cycle recruiting 2. Strong written and verbal communication skills 3. Positive and growth mindset Top 3 Nice-To-Haves (Hard and/or Soft Skills): 1. Sourcing experience 2. In-house experience 3. Committed to premium customer experience (quick to respond, organized, timely responses, proactive follow up, etc)