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Talent Acquisition Business Partner

4 months ago

Silver Spring, United States National Children's Center (NCC) Full time

ORGANIZATIONAL OVERVIEW

The National Children’s Center, Inc. is a nonprofit organization that is one of the region’s largest non-governmental providers of services for individuals with developmental disabilities, offering an array of services to infants, toddlers, preschoolers and adults in the Washington metropolitan area. Our primary focus is creating innovative methods to enhance the lives of people of all ages, diverse backgrounds and differing abilities through inclusive opportunities. As a community partner, it is our vision that each person, regardless of abilities, is embraced and valued as a contributing member of society and has access to the same opportunities as everyone else.

Our mission is to provide a lifetime of opportunities for people with intellectual and developmental disabilities to live engaged, independent, and thriving lives within their own communities.


SUMMARY: The Talent Acquisition Business Partner is an integral member of the HR team, acting as a strategic partner within NCC by identifying top talent for our talent acquisition function. The Incumbent is responsible for planning, developing, and managing talent acquisition and recruitment processes and strategies, as well as designs, implements and manages people-focused training, development, and career programs. Incumbent will succeed through a combination of a strong people skills, industry knowledge and networking expertise, and apply fair and equitable decision making that will attract, recruit, and manage people-focused development programs to retain top talent for the organization.


REPORTS TO: Senior Director of Human Resources

KEY RESPONSIBILITIES:

Talent Acquisition:

  • the employee lifecycle by continuously improving employee recruitment, onboarding, performance, and retention.
  • closely with company stakeholders and hiring managers to identify organizational hiring needs including open positions, newly created positions, and timelines for hiring.
  • analysis of hiring needs and provide employee hiring forecast.
  • update and maintain a sustainable talent acquisition and hiring strategy.
  • position evaluations, job classifications and prepare job descriptions.
  • prospective employee’s resume, conduct interviews, and determine the suitability of the applicant for employment.
  • in-depth interview techniques including behavioral and/or job related knowledge, skills, and abilities.
  • company and industry specific recruiting procedures including but not limited to screening, interviewing, extending job offers and proactive follow up.
  • for understanding, using, updating, and maintaining candidate information within the HRIS as required.
  • compliance with legal and regulatory requirements relative to employment including EEO, HIPAA, Right to Work and Human Resources Management.
  • the budgetary impact of compensation decisions and provides oversight on compliance with regulations and labor laws.
  • resources including but not limited to networking, sourcing, local trade schools, job fairs, contracting agencies, and other creative ways to fill open and difficult to fill positions.
  • and present weekly, monthly recruiting, staffing KPI and related headcount reports.
  • candidate ATS information within the HRIS, as required.
  • the needs assessment for employee development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company. Identify/incorporate best practices and lessons learned into program plans.
  • the effectiveness of the Talent Development Program by evaluating/aligning job descriptions to active employees and make recommendations based on analyzed data, performance trends and company vision.
  • mentor, and develop NCC employees companywide to promote core values and competencies, career path advancement and succession planning.
  • in the promotion of NCC career opportunities by cultivating and maintaining relationships, as well as attending career fairs sponsors, veteran transition programs, and local college, trade, and university institutions.
  • the organization’s Performance Management program.
  • collaboration with Human Resources peers, support management of NCC’s Employee Engagement programming.
  • Coordinates with HR Leaders and Business Units to forecast and plan for future hiring needs.
  • Establishes job requirements in accordance with NCC’s business objectives and compensation system. Meets with hiring managers to discuss job openings.
  • Identifies and implements efficient and effective recruiting methods and strategies based on the role, industry standards, and the needs of the organization.
  • Researches and suggests job advertising options (including social media platforms) and oversees job posting and advertisement processes.
  • Identifies and implements new sourcing methods as appropriate.
  • Trains hiring managers, as applicable, to use the NCC’s self-service recruiting tools and serves as a guide and resource through the recruiting process.
  • Advises hiring managers on interviewing techniques. Prepares interview questions and other hiring and selection materials.
  • Oversees and assists with checking candidate references and credentials, verifying experience and backgrounds.
  • Negotiates offers with candidates. Facilitates a smooth start to the onboarding process.
  • Collaborates with other human resource staff through the process as necessary.
  • Monitor labor market dynamics and share information with the team and managers.
  • Performs other human resources related duties as assigned.

QUALIFICATION REQUIREMENTS: (Required to perform essential functions)

The requirements listed below are representative of the knowledge, skills, and/or abilities required to successfully perform this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

  • At least 5 years of recruiting experience preferred with at least 7 years of related work experience.
  • Experience recruiting for an association, or nonprofit highly preferred.
  • Proven work experience in Talent Acquisition.
  • Thorough understanding of full lifecycle recruiting methods and best practices.
  • Ability to create and implement sourcing strategies for recruitment of a variety of roles.
  • Contributes to the organization’s diversity, equity, inclusion and belonging initiatives through sourcing, screening and selection.
  • Adept, consultative approach and demonstrated ability to act as an internal advisor. Ability to develop trusted relationships across all levels of the organization, built on professionalism, follow-up, and accurate communication.
  • Strong verbal and written communication skills, including organizational, and project management skills.
  • Proactive and independent with the ability to take initiative. Excellent time management skills with a proven ability to meet deadlines.
  • Ability to work independently and part of the broader HR team.
  • Hands-on experience with Applicant Tracking Systems, web based sourcing tools and HR databases. Proficient in Microsoft Office Suite. Experience with ADP a plus. Experience leveraging social media for recruiting purposes a plus.

EDUCATION:

A Bachelor of Arts or Bachelor of Science Degree in Human Resources Management or Business Administration