Talent Acquisition Coordinator

Scope and Purpose The Talent Acquisition Coordinator helps lead the recruiting effort for all hiring at Zellis—from corporate roles to our on-site positions across our portfolio. Working with the VP of Human Resources, you own the day-to-day recruiting process: managing the ADP applicant tracking system, partnering with hiring managers on specific hires, and moving candidates from first conversation through offer and background check. You are the first impression Zellis makes on candidates and a trusted partner to the managers who hire them. You post and refresh job openings, source and screen applicants, schedule interviews, coordinate with hiring managers on what each role needs, prepare offer letters, and manage background screening—keeping candidates informed and hiring managers confident that the right people are in the pipeline. Zellis hires at scale, often on tight timelines, and growth, takeovers, and turnover can change staffing needs quickly. The Talent Acquisition Coordinator keeps requisitions organized, data accurate, and communication clear so no candidate or hiring manager is left waiting. You look for ways to improve sourcing, speed, and candidate experience, and you help ensure every hire reflects the hospitality-grade standard Zellis is known for. Our Core Values At Zellis, everything we do is guided by four values that define how we show up—for each other, for our residents, and for our clients. Driven by Passion:

We show up with energy, ownership, and a relentless drive to be better –

We care deeply about the work, and it shows. We hold ourselves to a higher standard, take responsibility for outcomes, and push through challenges with determination. Your energy and follow-through in finding and bringing in great people shape the team Zellis builds, and the experience every candidate has with us. Built Smarter:

We run toward change and build better systems to stay ahead –

We lead the industry by embracing technology, automation, and new ways of working to create smarter, more efficient operations. You use the ADP applicant tracking system and other tools to automate and streamline recruiting workflows, keep every requisition and candidate record current, and look for ways to hire faster without cutting corners. Experience Meets Insight:

We combine experience and data to guide smarter decisions –

Our clients and residents trust us to do more than manage—they rely on us to think. We bring expertise and turn data into clear, actionable insight. You track open requisitions, time-to-fill, and source effectiveness, and you share insights that help the VP of Human Resources and hiring managers make confident hiring decisions. Service Without Compromise:

We set a higher standard by anticipating needs and owning every outcome –

Every interaction is thoughtful, timely, and intentional. We anticipate needs, communicate clearly, and follow through without exception. You keep candidates and hiring managers informed at every step, respond promptly, and deliver an experience worthy of the Zellis brand. Duties and Responsibilities Help lead the recruiting effort for all Zellis hiring, partnering with the VP of Human Resources to prioritize openings and meet staffing needs across corporate and on-site teams. Manage the ADP applicant tracking system, including creating and maintaining requisitions, posting jobs, moving candidates through workflow stages, and keeping records accurate and current. Coordinate with hiring managers on each specific hire—clarifying role requirements, interview plans, timelines, and candidate feedback—and keep them updated on pipeline status. Write and post compelling job advertisements on job boards, social media, and other channels, and refresh postings to maximize qualified applicant flow. Source and attract candidates through job boards, networking, referrals, community partnerships, and direct outreach. Review applications and resumes, conduct phone screens, and match applicants to job requirements and Zellis values. Schedule and coordinate interviews, and ensure candidates have a professional, hospitality-grade experience from first contact to decision. Prepare and issue offer letters using Zellis templates, confirming role, location, supervisor, pay, and start date with hiring managers and the VP of Human Resources. Coordinate background checks and screening, tracking results and communicating status to candidates and hiring managers. Communicate promptly and professionally with all candidates, including timely updates and respectful declination notices to those not selected. Hand off accepted offers to HR for onboarding, ensuring all hiring information is complete and accurate. Ensure all recruiting activity complies with EEO, ADA, Fair Housing, and federal, state, and local employment laws, and maintain applicant records in accordance with retention requirements. Track and report recruiting metrics such as open requisitions, time-to-fill, source effectiveness, and offer acceptance, and recommend improvements. Identify opportunities to improve and automate recruiting processes, and document recruiting procedures and best practices. Competencies Recruiting Ownership –

Takes ownership of the recruiting process from requisition to accepted offer. Keeps pipelines full and moves candidates forward without needing to be asked. Hiring Manager Partnership –

Builds trusted relationships with hiring managers. Clarifies needs, sets expectations, and keeps them informed. Candidate Experience –

Delivers a professional, respectful, hospitality-grade experience to every candidate, whether or not they are selected. Organization & Attention to Detail –

Manages many open requisitions and deadlines accurately. Keeps ATS data, offers, and records clean and current. Technology & Process Improvement –

Uses the ADP applicant tracking system and other tools effectively. Seeks ways to streamline and automate recruiting workflows. Communication –

Communicates clearly, promptly, and professionally with candidates, hiring managers, and leadership. Integrity & Compliance –

Handles confidential information with discretion and ensures all recruiting follows EEO and employment law requirements. Knowledge, Abilities, and Other Qualities Working knowledge of full-cycle recruiting, including sourcing, screening, interviewing, offers, and background screening. Proficiency with applicant tracking systems; experience with ADP Workforce Now or ADP recruiting tools preferred. Knowledge of EEO, ADA, and federal, state, and local employment and hiring laws, including background check requirements. Ability to partner effectively with hiring managers and influence hiring decisions with data and clear communication. Proficiency in Microsoft Office, particularly Outlook, Word, and Excel, and comfort with social media and job board platforms. Exceptional written and verbal communication skills with strong interpersonal and active listening skills. Strong organizational skills with the ability to manage multiple open positions and deadlines simultaneously. Ability to handle confidential information with discretion, professionalism, and sound judgment. Experience, Training, and Education 2–4 years of recruiting or talent acquisition experience required. Experience managing an applicant tracking system required; ADP experience preferred. Experience coordinating with hiring managers and managing multiple open requisitions at the same time. Experience preparing offer letters and coordinating background checks preferred. Experience in property management, multifamily housing, or another high-volume, distributed-workforce industry (retail, hospitality, healthcare) preferred. Bachelor’s degree in Human Resources, Business Administration, or a related field preferred, or equivalent professional experience. SHRM-CP, PHR, or recruiting certification a plus; bilingual (English/Spanish) preferred. Physical Requirements This position requires the ability to: Sit for extended periods while working on a computer or attending meetings. Communicate effectively in person, over the phone, and through digital platforms. Move about the office, including climbing stairs. Occasionally lift, carry, push, or pull up to 25 pounds (e.g., office supplies, files, equipment). Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job. Driving Requirements Minimal driving may be required for bank visits, auditor meetings, or occasional property visits. Note:

This job description is not intended to be all-inclusive. The employee may be required to perform other related duties as assigned.