Talent Acquisition Manager

Role Description

This position will function as the Talent Acquisition Manager under the direction of the Waseyabek Federal Group (WFG) President. The incumbent in this position is responsible for formulating the strategy, policies, procedures, and systems for the Federal Talent Acquisition function ensuring compliance with Federal business and Tribal hiring preference practices. The candidate will be a key leader on the growth team, providing innovative thought leadership in attracting, selecting, and onboarding future talent across a highly diverse portfolio of businesses. While the WFG group is located in Grand Rapids, MI, this position is fully remote.

Responsibilities

• Develop robust and innovative talent acquisition strategies, processes, and procedures that support our diverse portfolio of businesses.
• Develop annual strategic priorities and budgeting for the Talent Acquisition function in alignment with WFG priorities and manage performance throughout the year.
• Identify and launch recruitment technologies that improve the effectiveness of the talent acquisition process and develop associated training materials for all users.
• Lead the recruitment process for key positions across diverse business portfolios.
• Partner with human resources and hiring managers to create a comprehensive and engaging onboarding process for new hires.
• Anticipate future talent needs by building a diverse external pipeline and network for proposal efforts.
• Manage staffing agency and supplier relationships, contracts, and performance.
• Establish talent acquisition metrics, scorecards, and reporting to effectively measure and improve performance.
• Partner with the marketing team on creative recruitment marketing strategies and the re-engineering of the business career site and supporting social media pages to improve our employer brand and reach.
• Develop a university relations strategy and associated intern, co-op, and early career programs and outreach initiatives that complement our workforce planning strategy.
• As the business scales up, refine the organizational/team structure to meet recruitment demand.
• Ensure compliance with Native American Hiring Preference, Federal Contracting Regulations, and Affirmative Action Plan requirements.
• Perform, direct, and oversee subordinate staff to achieve planned performance goals for the department(s).
• Identify and train a back-up(s) to manage key tasks when absent.
• Additional functions not specifically outlined in this position description as directed by the leader.

Qualifications

• A Bachelor's degree in Business with a specialization in Human Resources preferred.
• At least 5 years of experience in Talent Acquisition in the Federal contracting space.
• Excellent English writing, oral, presentation, and communication skills.
• Proven track record building trusted stakeholder relationships at all career levels and maintaining relationships in a team-oriented environment.
• Advanced proficiency with applicant tracking systems, social media platforms, and EEO compliance.
• Strong project management skills with proven track record managing a complex process or system implementation.
• Prior experience developing and executing recruitment marketing campaigns.
• Steward the organizational culture with a focus on teamwork, collaboration, and commitment to service amidst a diverse colleague and customer base.
• Ability to quickly adapt focus, adjust schedule and problem solve to meet evolving work demands and needs of supervisor and other stakeholders.
• Must possess understanding and ability to work with and promote Native American culture and Native American hiring preferences.
• Ability to pass a pre-employment drug screen.
• Ability to pass an extensive background investigation, including but not limited to personal and professional financial history, nationwide criminal record search, credit check and other relevant background information deemed necessary by WDC.

Core Competencies

• Managerial Proficiency - Focuses on the development and productivity of employees by setting clear expectations and objectives, providing ongoing coaching and feedback, constructively addressing, or seeking assistance to properly address employee concerns.
• Vision - Supports and builds a shared vision with stakeholders across the organization. Engages others in translating vision into action. Supports and clearly communicates organizational direction and priorities.
• Executive Communication - Communication with other managers and Company's Executive team in an accurate, clear, thorough, concise, well-organized, and timely manner. Strives to avoid surprising stakeholders with emerging information of situation reports. Strives for transparency in all communications.
• Accountability and Management - Demonstrates accountability and responsibility for own work and the work of employees. Translates objectives into meaningful performance measures and aligns performance plan with organizational goals. Achieves meaningful results by putting in the necessary time and effort and following through to ensure quality outcomes through own work and the actions and contributions of subordinates and the organization as a whole.
• Leading Change - Leads the organization, anticipates, and is postured to progress with changing business trends, viewpoints, political climate, and requirements without any performance declinations.
• Developing Talent - Leads employees in reaching their maximum potential by encouraging professional development, providing all necessary tools to succeed, and fostering employee growth and advancement.
• Financial Management - Effectively manages budgets and costs by maintaining effective budgetary controls, constructing contingency plans to stay within budgetary constraints, reducing expenses, and/or developing revenue generating opportunities.

Travel Requirements

Some travel may be required, up to 20% of the time. The travel may be local or national and may be by car, rail, or air.

Disclaimer

This job description indicates in general the nature and levels of work, knowledge, skills, abilities and other essential functions (as covered under the Americans with Disabilities Act) expected of an incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of an incumbent. An incumbent may be asked to perform other duties as required.

Hiring Preference

Native American & Veteran Hiring Preferences will be applied in accordance with WDC policy. Waséyabek Development Company is committed to hiring and retaining a diverse workforce. We are proud to be an Equal Opportunity Employer making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class.