GENERAL SUMMARY
The Talent Acquisition Specialist will primarily be responsible for the recruitment and interviewing for open positions, with a heavy emphasis on sales recruitment with the intent to help create a first-in-class recruitment and proven process. This position will also provide day-to-day tactical support for general Human Resource Activities.
ESSENTIAL RESPONSIBILITIES AND DUTIES
Recruitment
Responsible for the day-to-day management of all recruitment initiatives of International Bancard including but not limited to the recruitment, interviewing and on-boarding process for all open positions within the organization.
Primary recruitment efforts focused on sales and revenue generating positions as a priority.
Work directly with the Director of Culture & Talent to develop and issue any Employment Agreements as well as changes to or new job descriptions needed.
Manage and coordinate all onboarding processes and paperwork of candidates.
Create, manage and monitor social media recruitment initiatives including Twitter, Facebook, etc. Work closely with the Marketing Department on social media exposure.
Manage, maintain, and monitor all job postings on all sites including the company’s career page, LinkedIn, college boards, etc.
Attend local job fairs as the representative of International Bancard to find talent.
Work with department managers regarding their recruitment needs including recruitment justification, job description update and/or creation, job postings, schedules, etc.
Conduct all initial screening, phone screening and first round face-to-face interviewing for all open positions for the organization.
Build applicant sources/pipeline by researching and contacting community services, colleges, employment agencies, recruiters, media, associations, trade groups and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.
Determine applicant requirements by studying job description and job qualifications.
Determine applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.
Evaluate applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
Ensure candidates align with Company’s Core Values as well as finding the right person for the right seat.
Improve organization attractiveness by recommending new policies and practices; monitoring what is seen and heard in the field as it pertains to job offers and compensation practices; emphasizing benefits and perks.
Avoid legal challenges as it pertains to recruitment and hiring by understanding current legislation as well as adhering to company standards.
Arrange and manage travel and itineraries for top talent as outlined per the corporate travel policy, coordinating schedules for all parties involved (when needed).
Create a first-class college recruitment program to recruit top sales talent as well as other operational positions required.
Manage and create an on-going passive recruitment strategy for hard to fill sales and marketing positions and industry specific candidates. Create an on-going cadence to stay connected.
Network with recruitment firms and recruiters to build a first in class recruitment program and to become their first stop with top talent. Work with Director of Culture & Talent on managing and negotiating contracts to ensure consistency with corporate policy and objectives.
Manage requisitions, requests for positions to be filled and applicants.
Work collaboratively with regards to managing postings, branding changes, recruiting campaigns, etc. to ensure consistent messaging for the entire recruitment program.
Provide timely follow up and communication to all candidates on a regular basis including the management of candidates no longer moving forward with the process.
Maintain Recruitment Metrics as required.
Work with Director of Culture & Talent on identifying recruitment strategies, tools and resources including an Applicant Tracking System.
On-Boarding
Manage the entire background screening process including background checks, reference checks, etc. Communicating with the Director of Culture & Talent as concerns arise.
Work with all departments proactively to arrange for the arrival of new team members, including IT and Operations, ensuring, desk, equipment, business cards, etc. are ready.
Prepare, manage and conduct all new hire orientations including training binders, paperwork, personnel files, configuration of necessary documents, trackers, systems, etc.
Conduct all open enrollment benefit meetings for all new hires and coordinate with appropriate vendors to ensure enrollment completion and systems maintenance.
Coordinate all on-boarding and training agendas and materials as required.
Collect and prepare all documents required of new team members for payroll and filing.
Generalist Activities
Manage the time off request program for fellow team members and staff employees.
Manage and maintain the birthdays, anniversaries and welcome aboard programs.
Manage the Employee of the Month program.
Manage the International Bancard Academy program, working with other departments to coordinate.
Manage the International Bancard Bucks program.
Work with Marketing and the Director of Culture & Talent on cultural events and programs month-to-month.
Manage the ICE and Phone Directory reports regularly.
Work with the Marketing Department on the company’s monthly newsletter, Passporter.
Effectively interface with varying levels of management, departments, customers and associates.
Ensure adherence to department and company policies and procedures, by leading by example.
Make recommendations for new or changes to existing policies and procedures to help boost morale, improve the department and quality of the organization.
Set, track and hold oneself accountable to key performance indicators.
Employee must comply with all International Bancard Merchant Program Standards, Reporting, Card Issuing Bank Rules and Merchant Service Level Agreements.
Other duties and projects as requested and assigned.
REQUIRED EDUCATION, TRAINING and/or EXPERIENCE
A minimum of 3-5 years of current sales recruiting required.
Must have an enhanced passion for sales recruitment.
A minimum of 3-5 years as a Human Resource Generalist, Coordinator or Assistant, preferred.
Knowledge of Employment Laws and Practices as they pertain to Michigan.
Bachelor’s Degree in Business Administration or Human Resources.
PHR certified preferred.
A demonstrated ability to maintain a calm and controlled composure while under pressure.
Proficient computer skills including Microsoft Office Products: Word, Excel, and Power Point, adobe suite is a plus
REQUIRED INTERPERSONAL, PROBLEM-SOLVING OR OTHER SKILLS AND ABILITIES
Positive Attitude
Change Agent
Collaborative
Patient
Driven
Ability to maintain confidentiality at all times.
Highly organized and ability to prioritize effectively.
Quick Learner with the ability to adapt behaviors, attitude and action as required.
Self-Confident and Reliable with Excellent Follow Through
Ability to deal with stressful situations while maintaining complete composure and appearance of being calm and in control of the situation.
Ability to effectively build and maintain relationships.
Ability to listen and respond with information that is specifically relevant to what is being asked.
Excellent customer service skills and experience working closely with clients.
High level of integrity, ethics, energetic, competitive, highly motivated, goal-oriented, outstanding interpersonal, time management, professional and leadership skills
Strong ability to effectively communicate (oral and written)
Persistent follow up
Sense of urgency for goal achievement, strong commitment to driving results
Strong analytical skills and ability to think strategically
“Get it done” work ethic
Ability to work late as needed
Ability to travel as needed
Ability to work autonomously
REQUIRED DECISION MAKING AND ORGANIZATION IMPACT
This position requires the employee to be fairly autonomous in managing his/her daily activities. They must make day-to-day decisions impacting the operations team within the scope as defined by Director of Culture & Talent. Decisions that are outside the scope of work as addressed within the position description are to be elevated to the Director of Culture & Talent and Director of Culture & Talent.
WORKING CONDITIONS
Employees working in this position will be required to work indoors in a standard office environment.
Employees will have direct contact with Company personnel and clientele.
Able to sit for extended periods of time.
See and read a computer screen and printed materials with or without vision aids.
Hear and understand speech at normal levels and on the telephone.
Speak so that others may understand at normal levels.
Stand, walk, and bend over, reach overhead, grasp, pull, push, and move, lift and/or carry up to 20 pounds to waist height.
Ability to travel extensively.