Talent Specialist

Position: Talent Specialist Who we are: Mediacom Communications Corporation is the 5th largest cable operator in the United States and the leading gigabit broadband provider to smaller markets primarily in the Midwest and Southeast. With a team of over 3,900 dedicated professionals, we are committed to bridging the digital divide between America's major cities and its smaller regions. Through its fiber-rich network, Mediacom offers high-speed data, video, phone, and mobile services to over 3 million households and businesses across 22 states. The company delivers scalable broadband solutions to commercial and public‑sector customers of all sizes through Mediacom Business and sells advertising and production services under the OnMedia brand. At Mediacom, we are passionate about growth and innovation. We offer faster, more reliable internet service, expanded digital and HD TV choices, and advanced home security and phone solutions. As we continue to expand, we strive to remain at the forefront of delivering cutting‑edge entertainment, communications, and internet products. This year, we proudly launched our new mobile phone network, further enhancing our commitment to providing innovative and comprehensive services. To achieve this, Mediacom Communications seeks talented professionals to partner with us to meet these challenges and realize what we can imagine. Take the next step toward a dynamic and rewarding career with Mediacom Communications. Learn more about us at mediacomcable.com Position Overview: The Talent Acquisition Specialist supports full‑cycle recruitment primarily for corporate office positions while contributing to broader talent management programs, HR systems, workforce initiatives, employer branding, internship program, onboarding, and talent reporting. The role partners with hiring managers, business leaders, Human Resources leadership, and cross‑functional HR teams to attract and retain qualified talent, improve candidate and employee experiences, maintain accurate systems and records, and support scalable talent practices across the organization. The role also partners with the Compensation team on recruiting‑related compensation activities and provides recruiting and labor‑market context to support talent and workforce decisions. This position is designed for a developing Human Resources professional who can independently manage assigned recruiting responsibilities while expanding into broader talent initiatives through a combination of program coordination, analysis, systems administration, content development, process improvement, and project support. As the employee develops, the role may assume increasing responsibility for assigned talent programs and projects. Company Benefits: At Mediacom, we believe that your success is our success, providing you the Power to Succeed in your career. That's why we offer a comprehensive benefits package designed to support and enhance both your personal and professional life. You'll find many advantages to joining the Mediacom team such as: Comprehensive Health Coverage: Including health, vision, and dental insurance to keep you and your family healthy. Education Enrichment: Up to $5,000 per year for professional development and educational advancement. 401(k) Retirement Plan: With a generous company match to help you plan for your future. Paid Time Off: Including vacation, holidays, and flexible paid time offto ensure work‑life balance. Employee Discounts: Enjoy discounts on Mediacom services where available, or receive a reimbursement for internet/cable services in areas where Mediacom isn’t offered. Ongoing Training and Professional Development: To help you grow in your career and achieve your professional goals. And Much More: Additional benefits and perks! Join the Mediacom team and experience how we’re committed to your career growth and overall well-being. Essential Duties and Responsibilities Talent Acquisition and Recruitment Manage full‑cycle recruitment for assigned corporate, professional, technical, entry‑level, temporary, and early‑career positions. Partner with hiring managers and business leaders to clarify workforce needs, position requirements, candidate profiles, interview plans, and selection criteria. Develop targeted sourcing strategies and talent pipelines for specialized and difficult‑to‑fill positions. Source active and passive candidates through job boards, LinkedIn, Indeed, professional networks, recruiting agencies, staffing partners, colleges, career fairs, and direct outreach. Conduct candidate outreach, resume review, phone or virtual screening, and structured candidate assessment; coordinate interviews and facilitate timely hiring‑team feedback. Prepare and support offers, compensation discussions, pre‑employment requirements, background screening, onboarding documentation, and I‑9 document collection. Maintain strong relationships with hiring managers, business leaders, senior leadership, outside recruiting agencies, staffing partners, colleges, universities, and professional organizations. Create and update job descriptions, job postings, interview guides, screening questions, and recruiting communications that accurately reflect business requirements. Maintain a consistent, responsive, and professional candidate experience throughout the recruitment process. Achieve established recruiting and talent acquisition KPIs and performance expectations, including targets related to time‑to‑fill, sourcing activity, candidate pipeline development, interview and hiring activity, offer outcomes, and other assigned recruiting metrics. Talent Management and Employee Development Support the development, coordination, and implementation of talent management initiatives designed to strengthen employee development, engagement, retention, and internal career growth. Partner with Human Resources leadership and department leaders to support talent development programs, workforce planning initiatives, and organizational talent priorities. Assist with the coordination of talent review and succession planning processes, including preparing materials, maintaining documentation, tracking action items, and supporting follow‑up activities. Support internal mobility and career development initiatives by helping identify opportunities to promote internal talent, increase visibility into career paths, and encourage employee growth within the organization. Assist in the development and coordination of employee development programs, including leadership development initiatives, mentoring opportunities, training resources, and other professional growth activities. Collaborate with Human Resources partners and department leaders to support initiatives focused on identifying high‑potential employees and developing internal talent pipelines. Coordinate talent management communications, program materials, presentations, and resources to support consistent implementation across the organization. Maintain accurate talent management records, program documentation, and participation information to support ongoing program administration and established reporting requirements. Support the evaluation and improvement of talent management processes, employee development resources, and program administration to enhance efficiency and the overall employee experience. Participate in special projects and emerging talent initiatives that support the organization's evolving workforce needs and long‑term talent objectives. Internship Programs, Onboarding, and Employee Experience Coordinate and continuously improve the annual summer internship program, including workforce planning, recruitment, selection, onboarding, orientation, intern projects, training, manager resources, events, evaluations, and program closeout. Partner with participating departments and business leaders to identify meaningful intern assignments and development opportunities that provide practical business experience. Support early‑career talent initiatives, college recruiting partnerships, career fairs, and other programs designed to build future talent pipelines. Coordinate and facilitate new‑hire orientation programs, including preparing presentations and materials, delivering orientation sessions, welcoming new employees, communicating key company information and resources, and identifying opportunities to continuously improve the onboarding experience. Support internal mobility, career development, talent pipeline, succession planning, talent review, and other talent management initiatives as assigned. Support internal talent identification and mobility initiatives by helping maintain awareness of internal talent pools, career interests, transferable skills, and opportunities for employee movement and development. Assist with initiatives designed to improve the candidate and employee experience and identify opportunities to enhance talent processes and programs. HR Systems, Data, and Process Support Support the administration and ongoing maintenance of HR and talent systems, including candidate, employee, requisition, onboarding, and other talent‑related records. Maintain accurate candidate, employee, requisition, and onboarding information within UKG, Taleo, and other applicable HR systems. Administer and support recruiting and onboarding technologies, including electronic signature, background screening, sourcing, scheduling, document management, and candidate communication tools. Assist with system access, data validation, workflow updates, testing, troubleshooting, and resolution of system or process issues. Prepare recurring and ad‑hoc recruiting, workforce, internship, and talent reports for Human Resources and business leaders. Support the evaluation, testing, implementation, documentation, and user adoption of new HR technology, processes, and vendor solutions. Identify opportunities to streamline talent processes through technology, automation, standardization, and improved workflows. Develop and maintain process documentation, guides, templates, trackers, and standard operating procedures for assigned talent programs and processes. Compensation and Workforce Support Partner with the Compensation team to support recruiting and talent‑related compensation activities, including gathering information, coordinating requests, and providing recruiting market context. Assist with the collection and organization of compensation and labor‑market information used to support recruiting and talent decisions. Partner with Human Resources leadership, Compensation, and hiring managers to ensure compensation‑related information is accurately communicated and incorporated into recruiting processes. Support the preparation of data, reports, presentations, and other materials for compensation and workforce‑related discussions as requested. Assist with headcount tracking, workforce reporting, requisition data, and other talent‑related workforce analysis. Maintain awareness of market and recruiting trends that may impact talent attraction, candidate expectations, and hiring activity, and share relevant observations with the appropriate Human Resources partners. Employer Brand and Talent Communications Support, update, and help create content for the company careers website, LinkedIn presence, job postings, employee stories, recruiting campaigns, and other employment‑brand channels. Collaborate with Marketing, business leaders, and external vendors to improve the quality, accuracy, accessibility, and consistency of candidate‑facing content. Develop recruiting collateral, presentations, career‑fair materials, templates, and communications that reflect the organization’s employment brand. Support initiatives that showcase career opportunities, career paths, departments, locations, employee experiences, and the organization’s culture. Monitor candidate touchpoints and recommend improvements that create a clear, engaging, informative, and consistent candidate experience. Vendor and Partner Support Coordinate assigned relationships with recruiting agencies, staffing partners, background screening providers, HR technology vendors, and other talent‑related service providers. Assist with vendor communications, service issues, reporting, data requests, process needs, and ongoing follow‑up. Support the evaluation of vendor performance, service levels, cost effectiveness, and overall value. Compliance and General HR Support Ensure recruitment and talent activities comply with applicable federal, state, and local employment laws, Equal Employment Opportunity requirements, FCC‑related record‑keeping requirements, and company policies. Maintain confidentiality and accurate documentation when handling candidate, employee, compensation, organizational, and system‑access information. Support recruiting and talent‑related audits, reporting requirements, and compliance initiatives. Support Human Resources projects, audits, presentations, research, process improvements, special initiatives, and department priorities as assigned. Required Qualifications Bachelor’s degree in Human Resources, Business Administration/Management, Psychology, or a related field. Minimum of 2 years of experience in recruiting, talent acquisition, human resources, or a related area. Working knowledge of full‑cycle recruiting practices, candidate sourcing, interviewing, and employment compliance. Ability to manage multiple requisitions and projects, organize detailed information, prioritize competing demands, meet deadlines, and follow through with stakeholders. Strong written and verbal communication skills, attention to detail, sound judgment, discretion, and the ability to build productive relationships with candidates, hiring managers, business leaders, vendors, and HR partners. Analytical mindset with proficiency in Microsoft Excel, Word, PowerPoint, Outlook, Teams, and related business applications. Ability to learn and administer HR technology, maintain data accuracy, analyze information, and handle confidential information appropriately. Demonstrated interest in developing a broad career in Human Resources, Talent Acquisition, and Talent Management. Preferred Qualifications Experience recruiting for corporate, technical, engineering, IT, software, telecommunications, temporary, or early‑career positions. Experience with UKG Pro, Taleo/Oracle, LinkedIn Recruiter, Indeed, DocuSign, background screening platforms, HR reporting tools, or comparable systems. Experience supporting internship programs, college recruiting, compensation support, employer branding, career‑site content, onboarding, workforce analytics, HR technology, or talent management programs. Experience working in a multi‑location organization and partnering with senior leaders or cross‑functional teams. Experience with recruiting metrics, workforce analytics, process improvement, or HR reporting. SHRM‑CP, PHR, or another relevant Human Resources certification. Additional Information The responsibilities listed above describe the general nature and level of work performed in this role. They are not intended to be an exhaustive list of all duties, responsibilities, or qualifications. Responsibilities may be adjusted based on business needs, team priorities, organizational changes, and the employee’s demonstrated capabilities and development. Disclaimer: The salary range for this position is $65,000- $75,000. Our Awards: Mediacom is proud to have received the following recognitions: 2025, 2024, 2023, 2022, and 2021 Best Managed Companies, 2019 Best Company for Women to Work, 2017 Best Company for People of Color and Women to Work, and Content & Connectivity Human Resources (C2HR)’s 2021 Social Impact Award. Who you are matters here: Mediacom Communications Corporation is an Equal Opportunity/Affirmative Action Employer. We are committed to Equal Employment Opportunity (EEO) for all employees and applicants for employment. Mediacom Communications Corporation prohibits discrimination and harassment based on race, national origin, religion, age, color, sex, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations. These protections extend to all employment policies, practices, and actions, including, but not limited to, recruitment and hiring; job assignments; performance management; rewards; promotions; training and development; reassignments; discipline; and separations.

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