Recruitment Manager

PRIMARY FUNCTION/PURPOSE:

At a professional level, the Recruitment Manager, while assisting the Assistant Vice President of Human Resources, will perform direct hands-on day-to-day Recruitment tasks and the management of the full-cycle recruiting process, which encompasses supervising, providing guidance, coaching, supporting, and championing the Recruitment Team in some of the following areas: designing and implementing hiring processes that meet compliance efforts and aligns to the organization’s hiring goals, and develop strategies to identify candidates who will fit the company culture.

This role requires an individual to be an active member of the overall Human Resources team and will provide support in ongoing Human Resources and Recruitment projects. The position requires an extremely perceptive person who can interact respectfully with individuals at all levels within the organization, as well as with external vendors, with an understanding of the balance between the organization’s needs, business demands, and candidate goodwill. The incumbent will act as an ambassador to possible new hires, the Recruitment Manager will be committed and help to optimize and promote the organization’s brand.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Manage full cycle recruiting process for a variety of governmental agency budgeted and organizational staffing needs, which include positions from line staff up to leadership level.
• Manage sourcing, soliciting feedback from hiring managers, provide ongoing updates during the recruitment process to stakeholders, communicating status to candidates, coordinating offers, background checks, and onboarding.
• Responsible for keeping applicant tracking system/tool up to date, and compliant with all state and federal laws.
• Maintain consistent and regular updates to the Human Resources Team abreast of new hires, job titles, start dates, and the satisfactory return of background checks to ensure start dates are accurate.
• Create, enhance, and implement an efficient recruitment process with recruiting tools and resources that are data-driven and set best practices.
• Responsible for clean and reportable data to support Human Resources and organizational metrics reporting.
• Utilize a metric-driven approach and best practices for recruitment performance, initiatives, and training.
• Develop regular feedback mechanisms to track candidate experience and interview team, and review feedback with stakeholders on the next steps.
• Implement and maintain hiring policies and processes that encourage excitement and drive to source great and unique talent.
• Being proactive in drawing candidates’ initial interest, then creating, and relying on, strong interviewing skills and good judgment to identify an ideal match.
• Employ strategies that will find candidates who will fit the organization’s culture of respect, professionalism, collaboration, long-term commitment, and honesty.
• Implement and maintain hiring policies and processes that encourage excitement and drive to source great and unique talent.
• Ensure consistent interpretation and administration of organizational recruitment procedures to avoid miscommunication and process breakdowns.
• Provide advisement, and training where necessary, to managers and supervisors on productive, efficient, and legally acceptable interviewing techniques to minimize the risk of claims of unfair hiring practices.
• Review pre-new hire packets before OnBoarding, within two days of orientation.
• Continually evaluate the structure of the Recruitment Team to optimize for efficiency and effectiveness and to support the organization’s growth.
• Exhibit extensive knowledge, while maintaining compliance with human resources policies and procedures & Federal, State, and local laws regarding employment practices.
• Ensure compliance with local, state, and federal laws, organizational policies and procedures as it relates to hiring practices and processes, and records retention.
• Conduct recruitment audits periodically, but quarterly at a minimum.
• Collaborate with HR team members on compliance audits, special projects, and initiatives when needed.

• Maintain an environment of positive employee relations by maintaining confidentiality, establishing trust and credibility, being approachable and fair, balancing business needs with employee needs, and spending significant time interfacing directly with employees and managers.
• Irrespective of responsibility, serve as backup support where needed to meet business demands and needs.
• Any additional duties and activities and designated by the supervisor.

Team Management

• Supervise, manage, and direct all aspects of recruitment. Develop and implement effective recruitment strategies to attract and retain top talent across the organization.
• Communicate a vision and strategy for the recruitment team. Set team and personal goals to drive the successful execution of that vision and strategy.
• Manage and mentor the team to achieve ambitious results and create a high standard of accountability.
• Support team members’ learning, development, and career growth.
• Build a team culture of accountability, optimism, excellence, transparency, and adaptability in a rapidly changing environment.
• Promote diversity and inclusion. Champion initiatives to ensure a diverse and inclusive hiring process that supports the organization’s commitment to equity.

MINIMUM QUALIFICATIONS:

• Bachelor’s degree in Human Resources, Business Management, or a related field.
• At least eight (8) years of prior direct recruitment manager experience is required, including at least four (4) years of direct management and supervisory.
• Nonprofit accounting experience is a strong plus.
• Must possess direct knowledge and understanding of local and federal labor laws that may affect your organization’s hiring processes.
• Knowledge of or ability to acquire knowledge of relevant employment and hiring laws, including but not limited to labor law (covering EEOC), the Equal Pay Act (EPA), and Americans with Disabilities (ADA) is a plus.
• Utilize good judgment and discretion in the handling of confidential information.
• Demonstrate ability to exercise critical thinking, analytical, and problem-solving skills as well as resourcefulness.
• Must be detail-oriented, highly organized, and can work independently.
• Ability to manage multiple and shifting priorities with strong follow-up skills.
• Capable of handling multiple projects simultaneously.
• Excellent project management, time management, and presentation skills.
• High level of experience and comfort working within, or in the absence of, an HRIS system.
• Excellent oral and written communication skills coupled with strong interpersonal skills.
• Work to resolve issues in a proactive, respectful, and positive manner.
• Proficient in MS Office, Outlook, Excel, PowerPoint, and Adobe.

OTHER REQUIREMENTS (including Physical Demands):

• May be required to work long hours and a varied schedule.
• Traveling throughout various locations in the New York City area.
• Lifting and moving objects weighing up to 30 pounds several times a week.
• Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

EEO Statement – Children’s Rescue Fund is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, gender identity, sexual orientation, or protected veteran status.

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