Director, Talent Acquisition and Talent Management

3 weeks ago

Caledonia, United States MarketLab Full time
Director - Talent Acquisition and Talent Management

ABOUT THE COMPANY

Marketlab is a market-leading healthcare solutions organization specializing in the design, manufacturing, and sourcing of private label products. It's our mission to provide our healthcare partners timely solutions with a straightforward approach based on knowing them and their work. Every day we strive to positively impact the lives of the people who in turn impact the health and wellness of our communities.

Based in Grand Rapids, Michigan, Marketlab's success is built upon a foundation of collaboration, innovation, and the belief that every team member plays a vital role in creating an exceptional customer service experience.

ABOUT THE POSITION

Director, TA/TM requires a dynamic individual that will lead and perform the functions of Talent Acquisition while also being responsible for developing and implementing comprehensive talent management programs.

The Director of Talent Acquisition is responsible for developing, leading, and executing strategies to attract, hire, and retain top talent across the organization. This role involves managing the full lifecycle of recruiting efforts, aligning talent acquisition initiatives with business goals, and fostering a strong employer brand. The Director will work closely with department heads, HR, and executive leadership to meet the company's staffing needs, while ensuring an excellent candidate experience and promoting diversity, and inclusion in hiring practices.

This job is physically located at our Caledonia, Michigan headquarters.

Talent Acquisition: 70% Talent Management 30%

Summary of Success

  • Intellectually curious and life-long learners
  • Thrives in a fast-changing hyper-growth environment
  • Have an intense commitment to achieving the mission
  • Are effective, 'get it done' and have a sense of ownership
  • Are comfortable with ambiguity, autonomy and recognize that creativity is at its best when people connect
  • Are remarkable in their chosen field
Key Responsibilities:

Strategic Talent Acquisition:
  • Develop and implement a comprehensive talent acquisition strategy that aligns with the company's growth goals and workforce planning.
  • Forecast staffing needs and ensure a proactive talent pipeline for key roles.
  • Collaborate with senior leadership to understand and respond to evolving hiring needs.
Team Leadership and Development:
  • Foster a high-performance culture by setting clear expectations, goals, and KPIs for the recruitment team.
  • Stay informed on best practices and innovative recruiting trends to continuously improve processes and team effectiveness.
Recruitment Process Management:
  • Oversee the entire recruitment lifecycle, from sourcing to onboarding, ensuring efficiency, compliance, and a positive candidate experience.
  • Implement effective sourcing strategies, including job boards, social media, talent networks, and partnerships with industry associations and universities.
  • Leverage data-driven insights to optimize recruitment processes and outcomes.
Employer Branding and Candidate Experience:
  • Lead employer branding initiatives to position the company as an employer of choice.
  • Ensure a consistent and high-quality candidate experience from initial contact to onboarding.
  • Develop recruitment marketing campaigns that highlight company culture, values, and career opportunities.
Diversity and Inclusion (DI):
  • Integrate DEI initiatives into talent acquisition strategies and processes to ensure diverse candidate pipelines.
  • Partner with internal and external stakeholders to support DEI goals and foster an inclusive recruitment environment.
Stakeholder Collaboration:
  • Partner with HR, department heads, and executive leadership to align recruitment strategies with business objectives.
  • Build strong relationships with external recruitment partners, staffing agencies, and other talent sourcing channels.
Data Analysis and Reporting:
  • Track and analyze recruitment metrics to assess the effectiveness of sourcing, hiring, and retention strategies.
  • Provide regular reports to executive leadership on talent acquisition performance, market trends, and progress toward hiring goals.
Duties/Responsibilities:

Talent Acquisition:
  • Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
  • Input into the overall hiring strategy of the organization to ensure teams consist of a diverse set of qualified individuals.
  • Ensure the staffing needs of the company are being met, with a creative long-term talent strategy in mind.
  • Devise and implement sourcing strategies to build pipelines of potential applicants, such as employer branding initiatives.
  • Create and implement end-to-end candidate hiring processes to ensure a positive experience
  • Form close relationships with hiring managers to ensure clear candidate/interviewer expectations
  • Determine and develop Marketlab's Candidate Value Proposition and establish the communication channels to effectively drive this proposition.
  • Uses TA technology to source top level Healthcare Supplier industry talent
  • Project manages the identification and deployment of an integrated HR/ATS system
  • Uses data/analytics to create an TA scorecard and insights to guide TA Function strategy and operations.
  • Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
  • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Talent Management:
  • Talent Development: Design and implement talent development programs, including leadership development, succession planning, and career pathing.
  • Learning and Development: Create and manage training programs that address skill gaps and enhance employee capabilities.
  • Employee Engagement: Develop and execute initiatives to enhance employee engagement, satisfaction, and retention.
  • Diversity and Inclusion: Promote and integrate diversity and inclusion strategies into all talent management practices.
  • Performs other duties as assigned:
  • HR Analytics
  • TA/TM Policies/Operating Procedures
Qualifications:
  • Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred.
  • Minimum of 7-10 years of progressive HR experience, with a blend of HR/TA business partnering and talent management roles.
  • Strong knowledge of TA best practices, employment laws, and talent management strategies.
  • Proven experience in strategic HR/TA planning and execution.
  • Excellent interpersonal and communication skills, with the ability to influence and build strong relationships at all levels.
  • Demonstrated ability to manage multiple priorities and projects in a fast-paced environment.
  • Certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP is a plus.
Key Competencies:
  • Strategic Thinking: Ability to align HR strategies with business objectives and anticipate future needs.
  • Problem Solving: Skilled in analyzing complex situations and developing effective solutions.
  • Leadership: Strong leadership capabilities with a focus on developing and motivating teams.
  • Communication: Excellent verbal and written communication skills, able to present ideas clearly and persuasively.
  • Collaboration: Strong collaborative skills with the ability to work effectively across departments and with diverse teams.
  • Adaptability: Ability to thrive in a dynamic, fast-paced environment


Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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