Talent Acquisition Business Partner

Base Pay $70,000.00 - $85,000.00 / Year Employee Type Full-Time Exempt Required Degree 4 Year Degree Butler/Till is a results-driven marketing agency offering deeply collaborative client experiences, proprietary technology, and world-class partnerships. At Butler/Till, we take immense pride in our independent, women-owned and led status, our unwavering commitment to a purpose-driven approach, our B-Corp status, and our unique structure as a 100% employee-owned company (ESOP). SUMMARY We are seeking a highly motivated Talent Acquisition Business Partner to join our dynamic talent team. The Talent Acquisition Business Partner will play a critical role in attracting and hiring top talent to support our agency and help drive the growth of our business. In addition to recruiting, the Talent Acquisition Business Partner will support recruiting, onboarding, offboarding, and talent initiatives. A successful Talent Acquisition Business Partner should have the ability to handle moderately complex issues and problems while leaning on the support of senior level staff for more complex issues. KEY OUTCOMES & RESPONSIBILITIES Key Outcome: Proactively source and recruit qualified talent to fill approved open roles and meet agency performance metrics (KPIs). Key Responsibilities: Conduct full cycle recruiting – sourcing, direct recruiting, and engage with partners/college for pipelining purposes. Conduct phone screens and in-person interviews to assess candidate fit and qualifications. Proactively manage the candidate’s experience throughout the hiring process, ensuring a positive and professional impression of the company. Collaborate with Talent Business Partners and Senior Director, Talent to understand the agency’s long-term talent needs and align recruitment strategies accordingly. Utilize social media, job boards, and other recruitment channels to identify and engage with potential candidates. Uphold and strengthen inclusion & diversity hiring practices to attract diverse internal and external candidate pipelines. Partner with the Talent Team to understand and accurately represent compensation practices. Monitor progress of requisitions from approval to close and communicate in a timely manner with stakeholders. Key Outcome: Collaboration with internal partners to ensure seamless coordination between the talent team and various departments. Key Responsibilities Assist with new hire orientation preparation and take ownership of completing new hire paperwork, accurately entering all required employee data into the HCM system, including personal and employment information. Facilitating the offboarding process and takes ownership of coordination of all necessary paperwork, documentation, and accurately filing offboarding paperwork. Hold 45 day connects with new hires, track and analyze onboarding feedback to enhance processes and continuously improve the new hire experience. Key Outcome: Collaborate with senior leadership to align Talent strategies with department objectives. Key Responsibilities Work closely with leaders to understand the organization’s vision and translate it into actionable Talent initiatives and engagement plans by department. Utilize reporting data to analyze employee relations trends and provide insights and recommendations. Lead and support organizational restructuring efforts to optimize efficiency and productivity assisting in communication of change initiatives, addressing employee concerns, and supporting managers in implementing change effectively. Collaborate with Leaders in developing talent acquisition and compensation planning strategies to attract and retain top talent. Share best practices with other TBP’s within the organization to ensure consistent service. Work cross-functionally as well as engage members of the Talent and Finance Teams to ensure the successful implementation of programs and initiatives as well as seamless work processes. Support the implementation of Performance Management technology (Quantum) modules to support employees and managers (e.g.: survey, feedback, Performance, 1:1s, succession planning). Key Outcome: Foster high engagement among employees . Key Responsibilities Foster a positive work culture through effective communication of employee engagement initiatives and action planning. Enable onboarding for new hires (30/60/90 performance plans) and ensure the managers are providing sufficient training. Design, implement, and manage employee recognition programs that align with company values and contribute to a positive workplace culture. Implement mechanisms for gathering ad hoc employee feedback as needed (including surveys, focus groups, or regular check-ins) to gather valuable insights into employee sentiment and engagement levels using this feedback to inform Talent strategies and initiatives. Key Outcome: Provide guidance on leadership development, recruitment needs, workforce planning, and succession. Key Responsibilities Support goal setting and performance management processes, assisting managers with goal drafting, follow-up, and continuous feedback. Ensure all role profiles, position openings and RFA’s are complete, approved and submitted for processing. Actively promote DEIB initiatives through training and support of managers and employees that foster an inclusive culture, and support recruitment efforts to attract diverse talent. Receive and manage resignation letters for your departments, initiating Wrike project, and conducting the exit interview. Collaborate with Talent tech and payroll for processing. Key Outcome: Handle employee relations matters, conduct investigations, and resolve conflicts. Key Responsibilities Serve as a trusted advisor to employees and managers to address and resolve employee/manager concerns, conduct investigations when necessary and provide guidance on conflict resolution. Work with managers on progressive corrective action steps, disciplinary meetings, and disciplinary actions. Educate employees on our policies and where they can find resources for self-service. Other Responsibilities Additional accountabilities and tasks may be assigned by leader/management, to contribute to overall team and agency success.

QUALIFICATIONS REQUIRED QUALIFICATIONS

Bachelor's degree in Human Resources, Business Administration, Communications, or a related field 6-8 years or proven track record of successfully sourcing and recruiting high-quality candidates. Demonstrated ability to create and drive efficient and effective candidate generation strategies. Excellent interpersonal and communication skills, with the ability to build strong relationships with hiring managers and candidates both virtually and in person. Knowledge of basic employment law and best practices in talent acquisition. Ability to work independently and as part of a team in a fast-paced, dynamic environment. Proficiency in an applicant tracking system (ATS) and other recruiting technologies. Must be a self-starter, well organized, have excellent time management and meet deadlines.

PREFERRED QUALIFICATIONS

Background in a marketing or digital advertising agency environment 4+ years of experience recruiting for technical roles Background in a marketing or digital advertising agency environment 4+ years of experience recruiting for technical roles 4+ years of experience advising hiring managers on the labor market CORE COMPETENCIES CUSTOMER FOCUS/CLIENT INTIMACY: seeking to understand client business challenges/needs and delivering continuous value to our clients COLLABORATIVE: working with teams and across the organization with ease OWNER AGILITY: able to continuously learn and quickly adapt to changing circumstance RESULTS DRIVEN: accepts accountability to deliver business outcomes, even under changing circumstances. Delivers on commitments DISCIPLINED: Thinks, plans, and prioritizes work on an ongoing basis, plans and aligns with key team members before acting TRAVEL REQUIREMENTS All employees, regardless of role or geographic location, are required to attend in person for onboarding during their first week of employment and annually for the Shareholder’s Summit held in June. Additional travel is not routinely expected but may be required for key/critical meetings & events WORK ENVIRONMENT & PHYSICAL DEMANDS The work environment and physical demands characteristics described here are representative of those an employee encounters while performing the essential functions of this job, typically in an office setting or in a home office. An employee in this role may be in a stationary position, often standing or sitting for prolonged periods and using office equipment and computers. The noise level in the office environment is usually moderate. (I.e., business office with computers and printers, light foot traffic, etc.). Reasonable accommodation may be requested to enable individuals to perform the essential functions. COMMITMENT TO DIVERSITY, EQUITY, INCLUSION AND BEING Our dedication to Diversity, Equity, Inclusion, and Belonging (DEIB) is a cornerstone of our culture. We believe that the diversity and inclusivity of our workforce are sources of strength. As you become part of our community, you'll discover that we are dedicated to creating a positive impact, not only for our clients but also for the communities where we live and work. EEO DISCLAIMER Butler/Till is an Equal Opportunity Employer to all employees and applicants and prohibits discrimination and harassment of any kind without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. COMPENSATION Butler/Till is committed to providing pay transparency of our compensation philosophy and ensuring equitable pay practices for our employee owners. The compensation range for this position is $70,000 - $85,000 and represents the annual salary range in Rochester, NY. Base pay offered may vary depending on multiple individualized factors, including location, skills, and experience. This is just one component of Butler/Till’s total compensation package for employee owners. The total compensation package for this position may also include other elements, including ESOP (employee stock ownership plan), an annual bonus, in addition to a full benefits package, and paid time off benefits, including 100% paid parental leave. Details of participation in these benefit plans will be provided if an employee receives an offer of employment. #J-18808-Ljbffr Kids for the Future