Talent & Recruitment Specialist

Description

POSITION SUMMARY

The Talent and Recruitment Specialist supports GRO’s workforce growth through recruitment, talent development, and

coordination of employee onboarding and offboarding across all current and future locations, entities, and subsidiaries under

the GRO workforce umbrella. Reporting directly to the Director of Human Resources, this role coordinates job postings,

candidate sourcing and communication, interview scheduling, background checks, pre-employment requirements, orientation,

onboarding milestones and exit documentation.

The Specialist builds and maintains partnerships with colleges, universities, workforce development agencies, professional

associations, community organizations, and other stakeholders to strengthen candidate pipelines and support internship,

employment, and career development opportunities. This role partners with hiring managers to address staffing needs, promote

internal advancement and improve the candidate and employee experience. Performance is measured through established

recruitment, partnership development, onboarding, and retention indicators. The position requires approximately 40–50%

travel throughout Ohio and Illinois, with coverage expanding to additional locations as GRO grows.

ESSENTIAL DUTIES & RESPONSIBILITIES

Recruitment and Hiring

• Coordinate recruitment for approved vacancies across GRO, partnering with hiring managers to clarify staffing needs,position requirements, hiring timelines, and interview plans.
• Create, post, update, and close job advertisements; maintain accurate position information across job boards, careerpages, and recruitment systems.
• Source candidates through direct outreach, professional networks, employee referrals, colleges, workforce partners,and community organizations.
• Review applications, conduct initial candidate screenings, schedule interviews, collect hiring manager feedback, and
• maintain timely candidate communication.
• Coordinate approved offers and hiring documentation with the Director of Human Resources; track acceptances, startdates, and outstanding requirements.
• Represent GRO at career fairs, campus events, community hiring events, and site recruitment activities; develop candidate pipelines for recurring and hard-to-fill roles.

Workforce Partnership and Community Engagement

• Develop and maintain relationships with schools, colleges, universities, workforce development agencies, professional associations, and community partners across GRO’s service areas.
• Establish recruitment pipelines through career services offices, academic programs, job placement initiatives, andcommunity employment programs.
• Coordinate career fairs, information sessions, recruitment presentations, and other outreach activities.
• Partner with internal leaders to develop internship, graduate recruitment, and career pathway opportunities alignedwith organizational needs.
• Track partner referrals, candidate conversions, and resulting hires to evaluate partnership effectiveness.

Preemployment and Onboarding

• Initiate and track background checks, reference checks, education and credential verification, and other position-specific pre-employment requirements.
• Coordinate fingerprinting, required screenings, and employment eligibility documentation as applicable; escalate delays, discrepancies, or findings requiring review to the Director of Human Resources.
• Maintain hiring and onboarding checklists, verify required documentation, and communicate outstanding items to candidates, hiring managers, and HR partners.
• Coordinate orientation schedules, new hire communications, required training, and site introductions; partner with supervisors and designated teams on equipment, access, and first-day readiness.
• Track onboarding milestones, required training completion, and introductory-period check-ins; follow up on incomplete items and flag concerns promptly.
• Confirm required hiring clearances and approvals are documented before an employee begins applicable duties.

Talent Development and Internal Mobility

• Support talent development initiatives, career development activities, mentorship opportunities, and internal recruitment.
• Partner with supervisors and the Director of Human Resources to identify development needs and connect staff with approved learning opportunities through partnership with the Training and Development department.
• Promote approved internal openings and support consistent communication regarding advancement opportunities.
• Use hiring feedback, onboarding feedback, and retention trends to recommend improvements to recruitment and early employee development.

Offboarding and Internal Transitions

• Coordinate offboarding checklists and maintain resignation notices, separation documentation, exit forms, and otherrequired transition records.
• Schedule exit interviews or distribute exit surveys; summarize recurring feedback for the Director of Human Resources.
• Notify authorized HR, payroll, IT, and site contacts of approved separations and coordinate timely follow-through on assigned transition tasks.
• Support timely, employee communications and escalate unresolved transition items to the Director of Human Resources.

Records and Recruitment Administration

• Maintain accurate applicant records, recruitment activity logs, employee hiring and transition files, and relevant HRsystem updates.
• Track vacancies, candidate pipeline activity, time to fill, pre-employment completion, onboarding progress, and offboarding completion; provide status reports to the Director of Human Resources.
• Protect confidential candidate and employee information and follow approved recordkeeping and retention procedures.
• Support consistent hiring practices and approved HR procedures; route employment decisions, sensitive findings, and policy exceptions to the Director of Human Resources.
• Perform related duties as assigned in support of recruitment, talent development, and employee transitions.

Other Duties: May perform or be assigned other related duties to support departmental and organizational needs.

WHAT WE OFFER

• Competitive salary and benefits package.
• A supportive and dynamic work environment committed to social impact.
• Opportunities for professional development and growth.

Requirements

MINIMUM QUALIFICATIONS

Education

• Associate degree in Human Resources, Business Administration, or a related field, or an equivalent combination of relevant education and experience.
• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.

Experience

• At least three years of experience in recruitment, talent acquisition, HR coordination, or related HR operations, including onboarding and pre-employment coordination.
• Experience managing multiple vacancies and competing deadlines while maintaining accurate documentation and responsive communication.
• Experience recruiting for behavioral health, healthcare, nonprofit, social services, or other credential-dependent positions highly preferred.
• Experience supporting recruitment across multiple locations or states and building relationships with colleges, workforce organizations, and community partners.

Licensure / Certification

• Not applicable or required

Additional Requirements

• Proficiency with applicant tracking systems, HR information systems, job boards, and common office productivity tools.
• Ability to travel approximately 40–50% across the identified Ohio and Illinois markets, including overnight travel as needed.
• Ability to arrange reliable transportation for required travel; a valid driver’s license and appropriate insurance when driving for business.

KNOWLEDGE, SKILLS & ABILITIES

• Strong organization, follow-through, scheduling, and attention to detail.
• Clear written and verbal communication and a professional, approachable candidate and employee service style.
• Sound judgment, discretion, and the ability to handle sensitive information.
• Ability to collaborate with geographically dispersed supervisors and teams while working independently.
• Ability to identify process gaps, resolve routine coordination issues, and escalate concerns appropriately.
• Working knowledge of fair hiring practices, confidentiality, and role-specific hiring documentation.

WORK ENVIRONMENT & TRAVEL

Work Setting: Work is performed in office and site settings, at recruitment events, and while traveling. Essential

functions include frequent computer use, candidate and employee communication, coordination of multiple hiring

and transition processes, and travel among assigned locations.

Estimated Travel : 45-50%

PHYSICAL REQUIREMENTS

• Ability to perform the essential functions of the position with or without reasonable accommodation.
• Ability to operate standard office and/or position-specific equipment.
• Ability to communicate effectively in person, electronically, and by telephone.