Talent Manager

The Talent Manager leads the Tribe’s talent acquisition, onboarding, learning and development, workforce outreach, and HR technology functions. This position is responsible for building effective and scalable talent practices that support the Tribe’s ability to attract, hire, onboard, develop, and retain a strong workforce. The Talent Manager supervises assigned HR staff and partners with the Executive Director of HR, HR Business Partners, and other leaders to identify workforce needs, strengthen talent pipelines, improve hiring, training programs, performance management, and employee development practices, and support consistent application of the Tribal Preference Ordinance. Essential Duties and Responsibilities Talent Acquisition & Recruitment Lead the Tribe’s talent acquisition function and oversee the full recruitment lifecycle. Supervise, coach, and develop recruiting and other direct reports, establishing clear priorities, expectations, and accountability. Partner with hiring managers and HR Business Partners to develop proactive and targeted recruitment and sourcing strategies, including strategies for difficult-to-fill positions. Oversee interview and selection processes, candidate communication, and candidate experience. Develop and manage recruiting metrics, dashboards, and reports to evaluate results and identify opportunities for improvement. Ensure recruiting processes and practices are consistent, effective, and aligned with Tribal policies and the Tribal Preference Ordinance. Support consistent implementation of Tribal Preference throughout recruitment and selection. Develop outreach and talent pipelines through colleges, Tribal organizations, workforce partners, schools, professional associations, and community organizations. Coordinate job fairs, career events, internships, college partnerships, and other recruiting and workforce outreach activities. Develop strategies to increase awareness of employment and career opportunities for Tribal members, preference candidates, students, and prospective employees. Onboarding Oversee onboarding administration and pre-employment processes and supervise the Onboarding Coordinator. Partner with HR Business Partners, who facilitate New Hire Orientation, to provide a consistent transition from candidate to employee. Continuously evaluate and improve onboarding processes, communication, resources, and the new-hire experience. Learning, Development & Workforce Planning Lead organizational learning and development initiatives and assess training needs in partnership with HR and organizational leaders. Develop and coordinate manager and leadership development, HR-related training, and other workforce development programs. Lead workforce planning processes and support identification of critical positions, talent gaps, internal talent, and development opportunities. Support career pathways, internal mobility, employee development, and workforce pipeline initiatives. HRIS, Technology & Process Improvement Provide functional oversight of HRIS and talent-related technology and supervise the HRIS Administrator. Lead improvements to recruiting, onboarding, learning, reporting, and other HR workflows and systems. Support HRIS implementations, upgrades, integrations, reporting, data integrity, and user training. Identify opportunities to streamline and automate HR processes and improve employee and manager experience. Partner with Executive Director of HR and HR Business Partners to identify workforce trends, staffing challenges, and future talent needs. Use talent and workforce data to recommend strategies and process improvements. Lead talent-related projects and maintain consistent processes, procedures, resources, and documentation across locations. Build effective partnerships with managers and leaders and serve as a resource on recruiting, talent development, and workforce planning. Perform other duties as assigned. PHYSICAL REQUIREMENTS Requires the ability to communicate verbally, repetitive movement of the wrists, hands and/or fingers, often requires sitting for extended periods of time. Requires occasional standing and walking. Work is generally performed in an office setting. Evening and weekend work may be required. Will often be required to travel by automobile, commercial or private carrier. Local travel is frequently required, statewide and national travel is occasionally required. The individual must perform the essential duties and responsibilities with or without reasonable accommodation efficiently and accurately without causing a significant safety threat to self or others. KNOWLEDGE, SKILLS, AND ABILITIES Individuals must possess the following knowledge, skills and abilities or be able to explain and demonstrate that they can perform the essential functions of the job, with or without reasonable accommodation, using some other combination of skills and abilities. Strong knowledge of talent acquisition, sourcing, interviewing, selection, onboarding, and candidate experience. Knowledge of talent management, learning and development, and workforce planning. Strong HRIS/ATS knowledge and ability to improve systems, workflows, and processes. Strong leadership, coaching, project management, and organizational skills. Ability to develop and interpret talent metrics and use data to inform decisions. Strong communication, relationship-building, presentation, and training facilitation skills. Ability to work collaboratively with leaders and employees across multiple locations and functions. High level of professionalism, discretion, judgment, and confidentiality. Knowledge of Tribal sovereignty, Tribal employment practices, and Tribal Preference principles preferred. Qualifications Required Qualifications Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a closely related field. An equivalent combination of directly related education and experience may be considered. Minimum of seven (7) years of progressively responsible Human Resources experience, including at least five (5) years of direct responsibility for talent acquisition, talent management, or recruiting operations. Minimum of three (3) years of supervisory experience with responsibility for directing, coaching, and evaluating employees. Minimum of five (5) years of experience leading or managing full-cycle recruitment, including sourcing, applicant screening, interviewing and selection, hiring manager consultation, and recruiting for difficult-to-fill positions. Demonstrated experience developing and implementing structured recruiting and selection processes, including interview guides, candidate evaluation methods, recruiting workflows, and hiring manager practices. Experience administering and optimizing both Applicant Tracking Systems (ATS) and Human Resources Information Systems (HRIS). Experience playing a lead role in multiple HRIS and/or ATS system implementations or major system conversions, including requirements gathering, system configuration/design, testing, implementation, training, and post-implementation optimization. Experience must include at least one HRIS implementation and one ATS implementation, which may have occurred as part of the same integrated system implementation. Demonstrated experience developing HR and recruiting metrics, dashboards, and reports and using workforce data to identify trends and recommend action. Demonstrated experience developing and delivering manager or employee training programs, including creation of training materials and facilitation of training. Demonstrated experience developing or administering talent development, career development, or workforce planning processes. Experience developing and maintaining external talent pipelines through colleges, workforce organizations, professional associations, community partners, job fairs, or similar outreach activities. Demonstrated experience interpreting and applying employment policies, hiring requirements, preference requirements, or other regulated selection processes consistently throughout recruitment and hiring. Demonstrated project management experience leading complex HR initiatives from assessment and planning through implementation and evaluation. Must possess a current, valid driver’s license and maintain an insurable driving record as determined by the Tribe’s insurance carrier. Preferred Qualifications Advanced proficiency with Microsoft Office and HR technology. Paycom experience preferred. Experience working in Tribal government, government, healthcare, or a complex multi-location organization preferred. Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred. Knowledge of Tribal sovereignty, Tribal employment practices, and Tribal Preference principles preferred. #J-18808-Ljbffr Coquille Tribe