Talent Acquisition Partner

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Why G3?

G3 Enterprises is an industry leader in packaging, logistics, real estate and minerals solutions. Our diverse portfolio of businesses create a variety of opportunities for career growth. We believe in fully leveraging the talent within our organization, presenting employees with challenging work, opportunities for job rotations, special projects, and a changing landscape.

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Summary

Drawing on knowledge of recruiting best-practices and business acumen, manages the talent acquisition process by developing and executing sound recruiting strategies and providing the technical expertise on how to identify and obtain the talent necessary to facilitate organizational growth and development.

Essential Functions

This job description reflects management's assignment of essential functions; it does not prescribe or restrict the tasks that may be assigned.

• Partners with hiring managers and hiring teams through the talent acquisition process for professional, seasonal, and volume, level recruiting. Advises business on all hiring solutions including contingent, and direct, search options.
• Works with leaders to identify future talent needs; participates in the development of workforce plans; and executes search assignments in a consultative manner.
• Prepares recruiting timeline and coordinates the activities of the recruiting team; ensures that recruiting process progresses on schedule.
• Advises hiring managers and HR representatives on recruiting policies and regulations; works to clarify and resolve recruiting questions or problems.
• Leads Recruiting Strategy Sessions with business leaders to clarify requirements and set expectations. Establishes efficient hiring panels to reduce bias, align roles and responsibilities, and clarify search parameters and timelines.
• Provides internal and external hiring data to help inform the recruiting strategy and set reasonable search expectations.
• Works with hiring managers and HR Business Partners to finalize job descriptions. Writes effective and well formatted job postings and advertisements that are reflective of G3's quality standards; defining the purpose of a position and the impact of the role on the company.
• Regularly meets with client group(s) to develop a thorough understanding of business and department culture. Collaborates with department hiring managers, and HR Business Partners to identify current and future hiring needs.
• Leverages online recruiting resources and social media outlets to identify and recruit qualified candidates. Manages applicant flow and sources qualified candidates for open roles. Builds and leverages individual and collective network of prospects.
• Develops an effective pipeline of key talent available for immediate and long-term hiring needs. Aligns pipelines to workforce plans and critical hiring needs of the business.
• Maintains a network of external contacts to help identify and source qualified candidates.
• Screens resumes and credentials of candidates ensuring that the skills, experience and subject knowledge meet the minimum and preferred qualifications of the position.
• Helps assess the overall viability of each finalist and recommends most qualified applicants.
• Presents qualified candidates to hiring managers and department leaders for evaluation. Provides quantifiable updates on search activities and qualitative summaries of how candidates fit search criteria and company values.
• Participates on the interview team; provides behavioral-based interviewing methodologies to assess applicants; influences final selection.
• Conducts deep screening of applicant work history and education, uncovers motivation to join the company, determines suitability for the role, and assesses fit into team and company.
• Leads the post-interview debrief/feedback with the interview team and candidates.
• Works with hiring managers and HR Business Partners to finalize offers for employment. Ensures that employment offer letters state the correct agreed terms of hire.
• Establishes deep understanding of G3's history, locations, products, business model, and overall industry.
• Analyzes and tracks staffing and business unit trends; makes appropriate hiring recommendations that will positively impact the organization.
• Regularly researches talent, competitor, and industry trends to deepen knowledge of external environment for the purpose of better advising the business on talent strategies.
• Keeps informed of recruitment industry benchmarks, best-practices, and innovative recruiting techniques.
• Keeps candidates informed of the status of their application and provides timely rejection when removed from the process.
• Develops knowledge of diversity sourcing practices and strives to provide diverse candidate slates for all positions. Assists hiring managers in removing hiring criteria that negatively impacts diversity, reducing bias in the interview process, and achieving diversity goals.
• Acts as a representative of HR and the Talent Acquisition Center of Excellence.
• Maintains acceptable measures in all assigned Key Performance Indicators (KPIs) as set forth by Talent Acquisition Leadership.
• Maintains accurate and organized documentation on all recruiting activities.
• Ensures that recruiting activities are in compliance with corporate standards and government regulatory agencies, including OFCCP and EEOC guidelines.
• Maintains satisfactory attendance, to include timeliness.
• Responsible for understanding and complying with applicable quality, environmental and safety regulatory considerations. If accountable for the work of others, responsible for ensuring their understanding and compliance.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Minimum Qualifications

• Bachelor's degree plus 4 years of corporate or agency recruiting, sourcing, or human resources experience to include full lifecycle recruiting and sourcing experience reflecting increasing levels of responsibility; OR MBA degree/masters degree plus 2 years of corporate or agency recruiting, sourcing, or human resources experience to include full lifecycle recruiting and sourcing experience reflecting increasing levels of responsibility.
• Required to travel by air and automobile when necessary.
• Skilled in writing, and oral communication.
• Experience managing projects.

Preferred Qualifications

• Bachelor's Degree plus 5 years of full lifecycle corporate recruiting experience reflecting increasing levels of responsibilities.
• Experience recruiting in a production or manufacturing environment.
• Experience with full lifecycle recruiting on a national and/or global level.
• Experience presenting new and complex recruiting concepts to leadership.
• Technologically curious and savvy, strong consumer of social media and mobile applications.
• Experience with Applicant Tracking Systems (ATS).
• Deep Internet savvy and experienced in mining of online databases using Boolean logic. Understanding of advanced search concepts like X-Ray, in url and site: searches.
• Experience handling sensitive and confidential information appropriately.
• Skilled in the use of Microsoft Office Suite of applications and the use of email at an advanced level.
• Experience managing demands, accepting constructive feedback, while being extremely adaptable and flexible.
• Attention to detail and ability to manage a process to standards establish by compliance. Extensive experience with OFCCP compliance recruiting.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to sit, use hands to finger, handle or feel and talk or hear.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The noise level in the work environment is usually moderate.

Compensation

Hiring Salary Range/ Hiring Hourly Rate: $83,200 - $104,000.

Actual compensation amount paid may be lower or higher to be determined by factors other than race and gender such as the education, experience, knowledge, skills and abilities of the applicant, internal equity, and alignment with market data.

Perks & Benefits

This position includes a competitive benefits package.

G3 is enrolled in the Department of Homeland Security's E-Verifying program and will use the program to verify the employment eligibility of all newly hired employees as required. G3 does not sponsor for employment based visas for this position now or in the future.

E-Verify Notice and Right to Work Notice

Employee Polygraph Protection Act

Equal Opportunity Employer

EEO/AA Vet/Disability