Recruiting & Training Coordinator

Description GENERAL DESCRIPTION: The Recruiter & Training Coordinator plays a key role in attracting, hiring, onboarding, and developing employees across the organization. This position is responsible for managing the full-cycle recruitment process, coordinating onboarding activities, administering training and development programs, maintaining training records, and supporting workforce development initiatives. The role partners closely with hiring managers to identify staffing needs, develop talent pipelines, and ensure employees receive the training and resources necessary for success. This position serves as a resource to employees and management while maintaining strict confidentiality and compliance with all applicable employment laws. ESSENTIAL FUNCTIONS OF JOB: RECRUITMENT & TALENT AQUISITION 1. Coordinate the full-cycle recruitment process including job postings, resume screening, interview scheduling, candidate communications, and hiring manager support. 2. Develop recruiting strategies using traditional sourcing methods, social media, networking, and community partnerships to attract qualified candidates. 3. Partner with hiring managers to understand staffing needs, position requirements, and desired competencies. 4. Conduct preliminary applicant screenings and coordinate interviews, background checks, reference checks, and pre-employment requirements. 5. Maintain applicant tracking systems and recruiting records, ensuring compliance with Equal Employment Opportunity and Affirmative Action requirements. 6. Participate in job fairs, recruiting events, community outreach programs, and partnerships with schools, colleges, and professional organizations. 7. Prepare offer letters, onboarding schedules, and new hire communication materials. ONBOARDING & EMPLOYEE INTEGRATION 1. Coordinate all new hire onboarding activities to ensure a positive and consistent employee experience. 2. Prepare onboarding materials, welcome packets, orientation schedules, and employee communications. 3. Coordinate new hire orientation and assist employees with completion of required employment documentation. 4. Create and distribute company-wide communications regarding new hires. 5. Track onboarding completion and partner with managers to ensure new employees successfully transition into their roles. TRAINING & DEVELOPMENT 1. Coordinate and administer employee training programs, including new hire orientation, compliance training, professional development, and leadership development initiatives. 2. Schedule training sessions, communicate training requirements, prepare materials, and track attendance. 3. Maintain accurate training records and reporting to ensure compliance with regulatory and organizational requirements. 4. Assist in the development, revision, and distribution of training materials, presentations, job aids, and learning resources. 5. Partner with department managers to identify training needs and recommend development opportunities. 6. Support employee development initiatives, career pathing programs, succession planning efforts, and workforce development projects. 7. Monitor training effectiveness through participation tracking, employee feedback, and performance metrics. TRAINING & DEVELOPMENT 1. Maintain employee records and documentation related to recruiting, onboarding, and training activities. 2. Prepare reports and metrics related to recruiting, turnover, onboarding, and training effectiveness. 3. Assist with HR projects and initiatives designed to improve processes and employee experience. 4. Ensure strict confidentiality of applicant and employee information. 5. Perform other related duties as assigned.

Requirements REQUIRED SKILLS: 1. Proven work experience as an HR Recruiter, with similar experience in recruiting and training and development. 2. Must be proficient with 10-key (by touch); alpha/numeric data entry; spreadsheets, word processing, basic typing and possess excellent PC skills. 3. Knowledge and recognition of the following acronyms: FLSA, EEO, FMLA, ERISA, ADA, Title VII, LTD, STD, AD&D, ATS, EOB, FSA, HSA, JD, LOA, OE, RFT, RDFT, RPT, RTW, WFH, EAP, etc. 4. Knowledge of employment law; including state and federal regulations. Interviewing skills; ability to coach hiring managers of dos and don’ts of interview and the selection process. 5. COMMUNICATION SKILLS: Solid verbal and written communication skills. Communicate effectively with managers and applicants to establish a rapport, develop a relationship, and source new candidate leads. Must be able to “sell” our company and its benefits to potential candidates. Must be comfortable meeting with and speaking to new people. Team-oriented with a pro-active, “can do” attitude. 6. MATHEMATICAL SKILLS: Exceptional mathematical and calculation skills; ability to calculate figures and amounts such as regular wages, overtime, commissions, bonuses, garnishments, benefit calculations based on salary (LTD, Life & AD&D insurance). 7. SUPERVISION RECEIVED: Under general supervision where standard practice enables the employee to proceed alone on routine work, referring any questionable issues to direct supervisor. 8. PLANNING: Considerable responsibility with regard to general assignments in planning time, method, manner and/or sequence of performance of own work; Must possess excellent organizational skills and attention to detail. 9. MENTAL DEMAND: Very high mental demand; Must be able to work effectively while multi-tasking in a high-stress environment with ever-changing priorities and highly confidential information. Possess the ability to prioritize tasks. May be asked to work overtime hours due to “last-minute” (urgent) requests. 10. PUBLIC CONTACT: Regular contact with applicants involves furnishing and obtaining information; knowing what to say and when to say it is extremely important when conducting interviews and obtaining background employment information for potential hires; failure to exercise proper judgment may result in monetary losses to company. 11. EMPLOYEE CONTACT: Regular contact with co-workers and managers within the bank, which will require coordination of efforts generally in the normal course of performing duties; requires tact in presenting candidates and qualifications and making sound, solid recommendations. 12. ACCURACY: Extremely high expectations for accuracy, attention to detail and consistency in applying policies and procedures equally and fairly to all employees. Speed is not the desired goal. Accuracy is. Most have neat and legible penmanship. PHYSICAL REQUIREMENTS and WORKING CONDITIONS: While performing the essential functions of this job, this position is regularly required to sit or stand, talk or hear; may occasionally lift, move, push or pull up to 10 pounds. Specific vision abilities required by this job include close vision. This is an indoor position and the noise level in the work area is usually moderate. Some travel required (meeting with managers, attending job fairs, meeting with city services or college visits, etc., which may take place on weekends or outside of regular business hours). REQUIRED EDUCATION and EXPERIENCE: 1. Bachelor’s degree in Human Resources, Business Administration or related field preferred, but not required. 2. HR certifications (minimum PHR or SHRM-CP preferred). Or equivalent combination of education and 5 years’ hands-on experience. 3. Minimum 3 years’ experience in full-cycle recruiting functions. 4. Minimum 3 years’ experience in training and development. 5. 1-3 years with HRIS Recruiting platforms. REPORTING RELATIONSHIP: This position reports directly to the Senior Vice President, Human Resources Director. The Senior Vice President, Human Resources Director reports directly to the Executive Vice President of Operations. The Executive Vice President of Operations reports directly to the President of American National Bank & Trust who reports to the CEO of American National Bank & Trust. DISCLAIMER: This job description is representative only and not an exclusive or exhaustive list of all job functions that an employee in this position may be asked to perform from time to time. Duties and responsibilities may be changed, expanded, reduced or delegated by Management to meet the business needs of the organization. This document in no way constitutes an offer of employment or a contract of employment. ANB&T reserves the right to modify job descriptions, policies, or any other procedural document at any time, for any reason, with or without prior notice. “ANB&T is an Equal Employment Opportunity / Disability / Protected Veteran Status Employer”