Senior Talent Acquisition Consultant

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

Job Information

Title:

Senior Talent Acquisition Consultant

Market Range:

MR20

Approved Date:

4/17/2023 2:07:37 PM

FLSA:

Exempt

EEO Code:

PROFESSIONALS

Career Level:

P3

Career Level Description:

Professional Level 3

Job Code:

100971

Job Family:

Human Resources

Sub Family:

Compensation & Recruitment

Primary Purpose

Serves as team lead in providing consultation and resolution for the more complex and unusual requests. Serves as lead consultant as it relates to special projects and cross-functional initiatives.   Develops data/reports; advises on best practices; provides human resources policy interpretation; and provides guidance to the Talent Acquisition Team members, employees, supervisors, and senior leadership.

•

Participates on planning teams for departmental and county-wide initiatives that impact talent acquisition. Works with Talent Acquisition Manager to research and respond to precedent-setting, sensitive, and/or critical talent acquisition requests 

1

10%

•

Provides consultation to hiring managers and senior leadership on short-term and long-term staffing needs based on expected and unexpected turnover to develop proactive recruitment strategies. Consults with managers on hiring best practices, labor market trends and effective talent acquisition strategies including critical needs for candidate profiles, job posting content to attract these candidates, marketing/sourcing techniques to identify the ideal candidate, and applicant screening and selection methods. Provides HR policy guidance and interpretation

2

25%

•

Serves as primary resource for unusual situations regarding job postings, sourcing techniques, and applicant screening and selection methods. Coordinates full-cycle recruitment for  multiple job openings. Revises and posts job vacancies, reviews interview questions, edits or creates applicant screening questions, monitors/maintains position open and close dates, screens and refers candidates, and reviews and approves hiring requests

3

35%

•

Consults with the Talent Acquisition Manager to develop new and innovative recruitment strategies to promote a wide variety of job opportunities.  Sources for candidates from a wide range of sources to attract highly qualified and diverse applicants to vacancies. Continuously develops talent pipelines for upcoming and difficult-to-fill vacancies

4

15%

•

Reviews salary recommendations for all hires for conformance to policy. Refers salary exceptions to the assigned Compensation Consultant to coordinate the approval process

5

5%

•

Serves as liaison with HRIS on applicant tracking system development and updates. Designs and  delivers talent acquisition and HR systems training to teammates and hiring managers to ensure compliance with County policies and best practices. Serves as a resource on the most complex ATS issues and as the team liaison to HRIS to research and resolve system issues and requests

6

5%

•

Maintains professional and technical knowledge of the field through professional development

7

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:

P3

Career Level Description:

Professional Level 3

Qualifications

•

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

•

Four years of experience in talent acquisition, position marketing and candidate sourcing

•

Equivalent education and experience are accepted

•

Experience leading talent acquisition staff

•

Experience actively sourcing candidates to identify top talent

•

Ability to analyze quantitative and qualitative data points and influence leaders

•

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

•

Proven customer service skills evidenced through a passion for innovative HR solutions and process improvement

•

Demonstrate strong communication and interpersonal relationship management skills with all levels of employees

•

Fluent in navigating all areas of business with confidentiality, tact, discretion, and professionalism

•

Proactive, responsive, and prioritize and manage competing priorities effectively

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

Adaptability & Flexibility

Changes behavioral style or method of approach when necessary to achieve a goal; adjusts style as appropriate to the needs of the situation. Responds to change with a positive attitude and a willingness to learn new ways to accomplish work activities and objectives.

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.

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.

Interpersonal Skills

Treats others with courtesy, sensitivity, and respect.  Considers and responds appropriately to the needs and feelings of different people in different situations.  Perceives, assesses, and positively influences one's own and other individuals’ emotions.

Problem Solving

Builds a logical approach to address problems or opportunities or manage the situation at hand by drawing on one's knowledge and experience base, and calling on other references and resources as necessary.

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.

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 individual work schedule 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