The Manager of Recruitment and Talent Acquisition plays a key role in providing direction for the day to day management of recruitment and talent acquisition for the organization. They are a key contributor in developing, implementing and servicing all aspects of the recruitment & talent acquisition process and strategy. Under the guidance of the Director of Human Resources and Organizational Development, this position is responsible for the design, implementation and evaluation of the organization’s employment processes and talent acquisition strategies. This position leads and builds the capabilities of the Talent Acquisition team responsible for the organization’s talent sourcing, recruitment, hiring processes and onboarding. The manager will partner and build relationships with company leaders, hiring managers and outside sourcing and recruitment agencies to attract top talent, build pipelines of potential candidates and provide an exceptional candidate experience.
This role is responsible for coaching and developing staff through effective leadership and sound practices guided by the UWCU Performance Management Philosophy. This position must effectively carry out the essential duties of this position in a manner that consistently demonstrates the core values of the organization in a positive manner.
1) Direct Day to Day Recruitment and Talent Acquisition Process - 50%
a. Manages full cycle recruitment and talent acquisition including requisition, sourcing, and assessment, recruitment, hiring processes, offers and on-boarding.
b. With the guidance of the Director of Human Resources and Organizational Development, establishes recruitment and sourcing strategy for both active and passive talent, paying particular attention to Diversity & Inclusiveness initiatives and creative sourcing techniques.
c. Manage a team of Talent Acquisition professionals to pro-actively identify, source and recruit talent utilizing a variety of sources including, but not limited to, UW Credit Union Careers Website, Internet postings sites, social media, employee referrals, job fairs, community and sourcing agencies and networking.
d. Build strong consultative business relationships with Hiring Managers, Business Leaders and Talent Management Consultants to understand individual and team recruiting effectiveness.
e. Manage the development of staffing plans for known upcoming vacancies, additions to staff, including when opening new branches and future business needs.
f. Maximizes vehicles for sourcing qualified candidates including the UWCU Careers Website, referral programs, social media, job boards, Internet sourcing, and other technical means to source candidates for open jobs.
g. Develop relationships with third party recruitment and staffing agencies to utilize when outsourcing recruitment is necessary.
h. Oversee and coordinates full recruitment cycle ensuring all UWCU’s talent acquisition needs are met. This includes communication to candidates and hiring managers on interviews, employment offers, reference and background checks, feedback to candidates, disposition of candidates and maintain affirmative action documentation.
i. Make salary recommendations for new hires and promotions based on compensation guidelines, ensuring internal equity.
j. Leverage social networking and other leading recruitment technologies and tools to connect with a broad and diverse talent network
k. Utilize Applicant Tracking System (iCIMS) to source, screen and document recruitment activities from the selection phase through on-boarding ensuring software performance is fully utilized.
l. Develop, review, recommend and implement technical and process enhancements for recruitment and hiring with the goal of maximizing and streamlining HR systems and the candidate experience.
m. Develop and monitor metrics for recruiting and retention. Use key metrics to understand and improve recruiting effectiveness.
n. Manages the termination and exit interview process, utilizing HROD Service Partners, providing guidance and support as needed.
o. Recommend and implement improvements to recruitment processes
p. Oversees recruitment processes and procedures ensuring all staff involved in the recruitment process adheres to all local, state and federal laws and regulations.
q. Establish a network of peers within the industry to exchange best practices, trends, and vendor experiences.
r. Under the direction of Director of HROD, develop and manage the annual recruitment budget.
s. Regularly engage in self-development and continuing education to remain abreast of best practices and industry standards in the field of Talent Acquisition, Talent Management and Human Resources.
2) Candidate Sourcing and Diversity Outreach - 20%
a. Leads efforts to identify, develop and leverage local community and campus partners that foster UW Credit Union’s social mission strategy and cultural competency initiatives.
b. Develop and foster long-term relationships with industry, community and campus contacts to increase awareness, source and generate a pipeline of qualified candidates.
c. Develop relationships with third party recruitment agencies and staffing firms and manage outsourcing processes.
d. Collaborates with internal campus and community resources to strengthen existing partnerships.
e. Partners with the Director of HROD to research, recommend and implement employment practices that foster diversity and cultural competency.
f. Oversees the completion of AAP and EEO reports annually.
g. Ensure adherence to all employment related local, federal, state laws and regulations including EEOC, FLSA, Title VII, ADA, etc.
3) Employment Brand Management - 15%
a. Partner with Marketing in the development and promotion of UW Credit Union’s Employment Brand via uwcu.org, uwcu.org/careers, and all other pertinent social networking sites.
b. Partner with Marketing to implement strong employment brand awareness and recruitment campaigns. This may include job posting optimization, recruiting marketing channel development, digital and non-digital employment marketing, and comprehensive recruitment campaign planning.
c. Ensures all advertising and communications are consistent with UW Credit Unions employment brand and all local, state and federal laws and regulations.
d. Responsible for scanning the marketplace for trends and obtaining information on competitive positioning of the UWCU Employment Brand.
e. Continually think of new and effective ways to promote the UW Credit Union Employment brand to captivate both active and passive candidates.
4) Leadership Expectations - 15%
a. Interpret and communicate overall organizational purpose, critical measures, strategies and progress as it relates to the department and individual team member goals and success. Cascade information. Provide open and transparent communication with team members and departments across the organization.
b. Responsible for developing a staff of highly engaged employees as measured by the annual employee engagement surveys.
c. Provide broad based recognition by recognizing positive behaviors, achievements, and results exhibited by team members and all staff at all levels across the organization in a consistent and professional manner.
d. Review and communicate performance standards and expectations of team members as often as necessary to ensure accountability and effective execution.
e. Actively role model behaviors necessary to achieve goals.
f. Possess a commitment to the excellence of others through actions that support the growth and development that optimizes the talent of individual team members.
g. Provide timely, ongoing and consistent direction, performance coaching and honest feedback through dialogs, mid- year snapshots, year-end appraisals and informal in-the-moment coaching.
h. Maintain accurate, timely and transparent information regarding employee performance. Examples include, attendance (updating time and attendance information as required), dialogs, performance journals, and documented disciplinary actions and action plans as necessary.
i. Utilize progressive discipline practices to address sub-standard performance in a timely manner. Carry out progressive discipline and documentation with dignity and respect.
j. Invite and accept feedback from others and provide upward feedback.
k. Responsible for own continual individual development and improvement of UW Credit Union’s Leadership development competencies including, communication, thinking and analyzing, business understanding, interpersonal, leadership, management, and self awareness (see Leadership Excellence Competency Model for details on each competency).
-Bachelors degree in Organizational Development, Human Resources, Business, or a related program required
-SPHR/PHR Certification preferred
-6-7 years experience in Human Resources & agency/corporate recruiting experience required
-2-3 years experience Management required
-2-3 years Financial Institution experience preferred
-High energy individual willing to get involved in all aspects of Human Resources and Organizational Development that can drive organizational change, talent development, and business results.
-Demonstrated ability to succeed in a fast-paced environment, working on multiple projects with constantly changing priorities and deadlines.
-Demonstrated ability to build trusting working relationships and credibility with employees and leaders at all levels of the organization.
-Experience building and scaling recruiting strategies within each stage of the process including sourcing, hire and on-boarding.
-Strong emotional intelligence, “can do” mentality, and a creative approach to problem solving.
-Strong facilitation and presentation skills with groups of all sizes
-Project management skills with a proven ability to lead large scale projects and act as a strong project team member.
-Proficiency with Microsoft Outlook, UW Credit Union Intranet, Internet Browser, Microsoft Word, Excel and PowerPoint.
-Demonstrated ability to appropriately use confidential and sensitive information.