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Director, Recruiting

4 months ago

Fort Worth, United States ITS Technologies & Logistics Full time

Location field must contain 'city, state' or a zip code to perform a radius search (e.g.,

Denver, CO

or

46122 ). City and state must be separated by a comma followed by a space (e.g.,

Houston, TX ) Overview The Talent Acquisition Director is responsible for developing recruiting strategies that support current and future business needs. This role is responsible for leading the recruiting team while using strong collaborating and influencing skills to empower operational leadership to make the best possible hiring decisions. The Talent Acquisition Director will collaborate cross functionally with Human Resources and hiring managers to deliver exceptional recruiting services in support, driving down attrition and spend and deliver on the overall objective of recruiting top talent. This position is hybrid, the incumbent must be close to a major ConGlobal office. Responsibilities Talent Acquisition Strategy, Management and Partnership: Effectively lead, develop, and implement the strategies necessary to source, select and acquire top talent. Assures the ongoing implementation of best practice talent recruitment processes, resulting in a continual acquisition of exceptional talent. Craft and implement a comprehensive talent acquisition strategy aligned with the organization's short-term and long-term goals. Partner with hiring managers and senior leaders to understand workforce needs, develop clear job descriptions and define candidate profiles for open positions. Serve as a partner within the organization to ensure internal customers have the support needed to fill their vacancies. Support stakeholders to ensure the best possible candidate is selected, ultimately helping to reduce turnover. Oversee the candidate’s experience from application to onboarding, ensuring a positive and professional experience for all candidates. Requires collaboration with humanresources, training and development, and operational leaders to evaluate and adjust past practices. Proactively communicate with operations and human resources team members to understand the impact of selection decisions and how to prevent negative impact to the business through hiring process. This communication is critical to avoid employee relations issues. Stay informed about emerging trends and best practices in recruitment and talent acquisition, making recommendations to the organization. Program Management Produce a roadmap to develop and provide an ongoing talent pipeline across the organization, supporting ongoing business needs. Create and maintain partnerships that enable successful education partnerships with skilled trade schools, high school programs for upcoming graduates, military veteran recruiting organizations, etc. Evaluate in person hiring events and establish processes to ensure a quality candidate and hiring manager experience. Develop and enhance the employer brand with partnership of the Communication Director to ensure the appropriate tools are used to attract talent. Oversee and optimize the end-to-end recruitment process. Support the understanding, enhancements, and development of iCims platform to ensure used to the fullest functionality. Implement best practices for candidate assessment and selection, including the use of interviewing tools, skills assessment, and pre-employment processing. Responsible for understanding and facilitating program improvements with a business case that fully evaluates the potential cost and returns to the business. Demonstrate ability to execute programs that support and deliver quality experience and products for internal hiring managers and candidates. Implement recruiting strategies to promote diversity in the workplace and attract diverse candidates. Improve overall processes to reduce the manual work associated with talent acquisition process. Leadership Lead and manage a team of recruiters, providing guidance, coaching, and mentorship to ensure high performance and alignment with organizational goals. Ensure hiring managers only review qualified candidates and provide partnership to ensure timely review and feedback to candidates. This will require holding team accountable to resume screening, phone screening, and providing support in coordinating interviews and stepping in as needed based on recruiting and operations time constraints Utilize and coach team to use activesourcing/headhunting via job boards, online platforms, etc. Establish clear KPIs and metrics that evaluate the performance of the recruiting team and incorporate the expectation of hiring quality candidates that are the right fit for the role driving down the cost of recruiting and attrition. Drive recruiters and internal stakeholders to improve time to fill and quality of hire. Create and share best practices within the Talent Acquisition team, as well as broadly within the organization, to ensure that recruiting is highly effective and valued. Responsible for executing assigned leadership or hard-to-fill searches at any given time. The amount will vary based on business needs. Key Performance Indicators: Analyze recruitment data and metrics to evaluate the effectiveness of recruitment strategies and make data-driven recommendations for improvement. Utilize data analytics to create and monitor recruiting team KPIs while ensuring key operational stakeholders are up to date on recruiting team performance and support operational leadership in tracking the progress of their hiring needs. Determine the most effective sourcing pools and reduce the overall company spending. Strong demonstrated ability to evaluate metrics and build recruitment business cases aligned with company goals. Delivery of quality staffing updates, proposals, business cases, communication plans and strategy that can be shared with the Executive Team with limited oversight or rework. Qualifications 7+ years in full-cycle talent acquisition roles, across multiple categories, at all levels; safety sensitive, high volume recruiting, 24x7 environment and executive recruitment experience preferred. Experience serving as a human resources team member in a generalist or total rewards capacity, or operational leader role is preferred. Bachelor’s degree or equivalent combination of education and experience. Proven track record of success in both high volume and executive recruiting; proven ability to identify and recruit talent in competitive markets. Successful history of managing and leading a team. Experience enabling business leaders to hire successfully in a busy organization. Excellent written and verbal communication skills. Must be a good listener with ability to influence others. Must have a strong desire to continually bring exceptional talent to the organization. Must be able to manage competing priorities and deliver quality results. Demonstrated high drive to achieve and deliver quality customer service. Experience implementing new processes, tools and programs to an organization with successful adoption and demonstrated KPI performance. Experience developing, implementing and driving quality programs that increase candidate flow that are cost effective.

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