Talent Acquisition Manager

J  o  b    D  e  s  c  r  i  p  t  i  o  n

Job Information

Title:

Talent Acquisition Manager

Market Range:

MR21

Approved Date:

8/25/2023 11:50:02 AM

FLSA:

Exempt

EEO Code:

PROFESSIONALS

Career Level:

M2

Career Level Description:

Management Level 2

Job Code:

100922

Job Family:

Human Resources

Sub Family:

Compensation & Recruitment

Primary Purpose

Plans, directs, and manages the County's talent acquisition program. Provides policy interpretation and guidance to employees, supervisors, and senior leadership especially in the area of talent acquisition strategies. Supervises the talent acquisition team.

•

Identifies and analyzes emerging industry trends and uses data to develop recruitment strategies. Communicate regularly with other members of the HR department to get a clear view of the County’s hiring needs and organizational goals. Uses this research to implement new approaches to marketing, sourcing, and building candidate relations/pipelines. Partners with Communications Office to implement creative marketing strategies to ensure Wake County is recognized as an employer of choice and that talent acquisition sites (e.g., Careers Site, LinkedIn) remain current.

1

15%

•

Leads Talent Acquisition team in designing, developing and implementing talent acquisition practices that drive strategic outcomes. Serves as the primary resource regarding best practices and unusual situations associated with hiring process. Tracks success and feedback on initiatives by  consulting with Hiring Managers, county leadership and analyzing data collected. Creates monthly reports on key talent acquisition metrics and develops strategies to target improvements.

2

35%

•

Functions as the County's executive recruiter for senior leadership and human resources vacancies. Manages full-cycle recruitment processes. Posts and sources, reviews interview questions, edits or creates applicant screening questions, monitors and maintains position open and close dates, screens and refers candidates, and reviews hiring recommendations. Also serves as the County's liaison for external searches as requested. Partners with executive search firm to negotiate contracts and services, liaise with leadership and search firm to create and advertise postings, and ensures search firm adheres to contracted services. Partners with HR Business Officer to process contract. As needed, consults with department to identify interview pool,  formulate interview questions, coordinate interviews, finalist selection, offer letter, and onboarding in the ATS.

3

15%

•

Updates talent acquisition policies, forms and resources to ensure information remains current. Develops procedures for talent benchmarking, talent assessment, and interviewing.  Communicates updates via leadership team meetings, staff meetings, emails and other methods.

4

10%

•

Participates on department-wide project teams and various strategic initiatives sponsored by other units and departments such as Workforce Planning, Succession Planning, and Onboarding as it relates to systems design and implementation related to talent acquisition.

5

5%

•

Supervises Talent Acquisition staff to include defining goals, hiring and training, timekeeping, managing professional development and performance management.

6

10%

•

Serves on Human Resources leadership team.

7

5%

•

Maintains professional and technical knowledge of the field through professional development.

8

5%

Position(s) may perform other duties in addition to the above as assigned by management.

*IMPORTANT* In the event of an emergency, as determined by the County Manager or designee, participation in preparedness and response operations should be expected. Employee may be required to fill a temporary assignment in a role different from standard duties, work hours and/or work location in preparation for, during and after the emergency. Employee may also be required to participate in relevant exercises and regular preparedness training.

Career Level Dimensions

Career Level:

M2

Career Level Description:

Management Level 2

•

Fully accountable for implementing operational plans for a Work Group with measurable contribution on Division results.

•

May have budget accountability.

•

Responsible for making moderate improvements of processes, systems or standards to enhance performance of the Work Group.

•

Supports and utilizes the innovations of others to improve on solutions, approaches and technologies.

•

Communicates within and outside the Work Group, and may communicate with other parties within the Division.

•

Sometimes requires ability to influence others outside of own job area on policies, practices and procedures.

•

Manages professionals. Leads, directs and reviews the work of team members in order to accomplish operational plans and results.

•

Has hiring, firing, promotion, performance and reward authority for direct reports.

•

Requires practical knowledge in leading and managing the execution of processes, projects and tactics within one job area. Typically has advanced knowledge and skills within a specific technical or professional discipline with understanding of the impact of work on other areas of the organization.

Qualifications

•

Bachelor's degree in Human Resources Management, Public Administration, Business Administration or related field

•

Five years of experience directly related to the role,  including at least two years of supervisory experience

•

Equivalent education and experience are accepted

•

6 Years

 Progressive talent acquisition experience managing  full-cycle recruiting using various interview techniques and evaluation methods

•

 Strong marketing and sales skills

•

 Extensive experience with applicant tracking systems (both user and administrator)

•

IPMA-HR, SHRM-CP/SCP or SPHR/PHR certification

•

Ability to act with decisive leadership to propose solutions others are reluctant to address, and work in the face of resistance for the business's best interests

•

Ability to be proactive, responsive, and prioritize and manage competing priorities effectively

•

 Ability to create, evaluate, and present key recruiting metrics, strategies, program initiatives

•

Thorough knowledge of employment and labor laws

•

 Strong analytical and data-driven approach to developing and implementing recruiting strategies

•

Skills in recruiting IDEA (Inclusion, Diversity, Equity, Allyship) strategy and execution

•

 In-depth knowledge of candidate selection methods and ability to search for and enforce new sourcing methods

•

 In-depth knowledge of full cycle recruitment processes

•

In-depth knowledge of HRIS, ATS, sourcing and recruitment marketing tools

•

Proficiency with social media, CV/resume databases, and professional networks

An individual must be able to perform each essential duty satisfactorily to perform this job successfully. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Competencies

Customer Service

Balances interests of a variety of clients, and readily readjusts priorities to respond effectively to pressing and changing demands for information, advice and assistance.  Anticipates and meets the needs of clients; achieves quality end products; and commits to continuous improvement of services.

Communication

Creates an atmosphere in which timely and high-quality information flows smoothly up and down, inside and outside of the organization; encourages open expression of ideas and opinions.

Enforcing Laws, Rules & Regulations

Enforces governmental laws, rules, and regulations, and initiates enforcement actions in a way that the public perceives as fair, objective, and reasonable.

Change Management

Initiates and/or manages the change process and energizes it on an ongoing basis, taking steps to remove barriers or accelerate its pace.

Coaching & Mentoring

Works to improve and reinforce performance of others. Facilitates their skill development by providing clear, behaviorally specific performance feedback, and making or eliciting specific suggestions for improvement in a manner that builds confidence and maintains self-esteem.

Relationship Building

Builds constructive working relationships characterized by a high level of acceptance, cooperation, and mutual respect.

Team Leadership

Willingly cooperates and works collaboratively toward solutions that generally benefit all involved parties; works cooperatively with others to accomplish organizational objectives. Manages staff in ways that improve their ability to succeed on the job.

Integrity

Act with honesty, transparency and respect in our interactions with co-workers and those we serve. Adhere, without exception, to laws, policies, procedures and professional standards.

Accountability

Establish high-quality standards for work. Add value. Measure results and hold self and others accountable for making progress toward desired outcomes. Take a logical and data-driven approach to decision-making.

Diversity

Believe that different backgrounds and experiences strengthen the organization and produce better results. Value inclusion across race, gender, age, religion, identity and experience, and strive to reflect in our workforce the diversity of our community.

Collaboration

Foster a work culture in which different ideas and opinions are encouraged and expected. Listen carefully and speak thoughtfully. Work together toward shared goals with mutual respect and cooperation.

Continuous Improvement

Continuously improve work processes and products. Provide a safe environment to be innovative and creative and try new things. When things don't go as planned, use it as an opportunity to learn, regroup and begin again. Provide time and resources for individuals to grow and develop both personally and professionally.

Wellness

Take proactive steps to be physically fit and healthy, emotionally strong, financially secure and socially fulfilled, while inspiring and empowering others to do the same.

Service Orientation

Commit to making a difference within the community. Actively engage in and enjoy our work. Deliver services that exceed expectations, with courtesy, politeness and sensitivity to the experiences, concerns and feelings of all co-workers and customers.

ADA Checklist

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

Standard ADA Selection:

Office Environment

Standing

X

Walking

X

Sitting

X

Lifting/Carrying 0-10 pounds

X

Lifting/Carrying 10-20 pounds

X

Lifting/Carrying 20-50 pounds

X

Lifting/Carrying 50-100 pounds

X

Pushing

X

Pulling

X

Climbing

X

Balancing

X

Stooping

X

Kneeling

X

Crouching

X

Crawling

X

Reaching

X

Handling

X

Grasping

X

Fingering

X

Feeling

X

Talking

X

Hearing

X

Visual Perception

X

Repetitive Motions

X

Eye/Hand/Foot Coordination

X

Memorization/Concentration

X

Learning/Knowledge Retention

X

Preparing/Analyzing Numerical Figures

X

Use of Interfaced Commmunication Devices (Phone, Computer, Radio etc.)

X

Analyzing/Examining/Testing Data

X

Emotional/Behavioral Self-Regulation

X

Interacting with Others

X

Comprehension

X

Organization

X

Decision Making

X

Comprehension

Understand complex problems and collaborate to explore alternative solutions

Organization

Organize and prioritize the work schedules of others to manage multiple tasks and/or projects

Decision Making

Make decisions that have an impact on the immediate work unit's operations and/or services

Communication

Communicate in-depth information for the purpose of interpreting and/or negotiating

Extreme cold

X

Extreme heat

X

Humid

X

Wet

X

Noise

X

Hazards

X

Temperature Change

X

Atmospheric Conditions

X

Vibration

X

Computers/Monitors

X