The purpose of this position is to perform professional Human Resource duties primarily in the areas of talent acquisition, employer branding and communication. The Talent Acquisition Partner is independently responsible for full-cycle recruitment including identifying, developing, and executing talent strategies, identifying trends, and providing hiring guidance to Hiring Managers. This is accomplished by working as a strategic consultant with managers through the recruitment and new hire process, providing courteous and professional service to internal and external customers and dealing with difficult situations with tact and diplomacy. Other duties include developing strong internal and external employer branding elements, internal and external communication efforts, project management, assisting with other Human Resource functions, serving on various committees and workgroups, and completing administrative functions.
Demonstrates technical excellence and ensures implementation of program goals in conformance with established strategies and organizational expectations.
Talent Acquisition: Collaborates with Hiring Managers to provide full-cycle talent acquisition support to departments. Develops, leads and executes comprehensive corporate talent acquisition strategies and procedures to effectively target, identify, attract, recruit, and hire high quality talent to meet current and projected organizational needs. Provides a positive candidate experience for all applicants and maintains high-level candidate engagement throughout the recruitment, interviewing, assessment and selection process.
Applicant Tracking System Management: Manages the application tracking system, responds to user inquiries, develops training, user manuals and SOPs, trains new users, implements system updates, and collaborates to resolve any system or vendor issues.
Classification Management: Collaborates with departments to develop and update job descriptions during position vacancies and periodically to ensure they are written in accordance to the expected performance outcomes and responsibilities for the position. Ensures that job descriptions are written to meet FLSA, ADA, and other employment laws governing job duties and performance outcomes.
Partnerships/Relationship Management: Creates and builds positive working relationships with colleagues, staffing agencies, colleges, universities, community partners, and others to attract a diverse talent pool and to maintain a qualified pipeline of candidates.
Promotional Processes: Collaborates with departments, including Police and Fire, to manage internal promotional processes by posting position openings, scheduling applicable testing, examinations, assessments, candidate exercises, and interviews and notifying candidates of outcome.
Employer Branding: Develops professional, compelling and engaging employer brand content (publications, infographics, videos, social media, website, merchandise, etc.) appropriate for marketing the employer brand and securing talent.
Communication: Clearly conveys information and ideas through a variety of media to individuals, supervisory staff, citizens, the general public, and groups in a manner that engages the audience and helps them understand and retain the message while affording the appropriate respect and professionalism for each situation.
Communication & Marketing Support: Prepares articles and content for reports, newsletters, and other communication avenues for both internal and external use.
People Management: Oversees the work quality, training, instructing, and scheduling work of assigned employees, volunteers, interns or temporary staff. Participates in the annual performance evaluation, hiring and corrective action process for assigned staff.
Strategic Thinking: Understands and applies fundamentals of business strategic management such as with balanced scorecards and metrics. Actively manages and reports upon assigned metrics. Develops strategies to achieve departmental goals and assigned workplan initiatives. Understands department's strengths and weaknesses. Identifies external threats and opportunities and adapts strategy to changing conditions.
Attention to Detail: Performs tasks with care and is thorough. Checks work to ensure accuracy and completeness. Compares final work product to what is expected to find inconsistencies or errors. Remains aware and takes care of details that are easy to overlook or dismiss as insignificant.
Presentations: Delivers educational presentations and training to individuals or groups by establishing objectives that clearly reflect the needs of the audience, presenting ideas that support the objective of the presentation, delivering information in a logical order to aid understanding, using audio and visual aides to enhance the audience's understanding of content, listening and responding to questions, and summarizing the presentation. Organizational Support: Provides highly complex and professional support to the Deputy Director and Director of Human Resources and/or other executive staff; provides general human resources assistance in support of the daily operations of the Human Resources Department.
Technical Knowledge: Maintains a high level of technical proficiency and knowledge of talent acquisition, employer branding, communication and marketing trends, strategies, technologies and innovations. Ensures compliance with federal and state regulations by staying abreast of trends, techniques, current and pending developments, rules and regulations related to Human Resources and talent acquisition.
Maintains a customer-centric work environment that provides customer and community engagement.
Customer Focus: Exhibits a commitment to delighting customers by providing an exceptional customer experience. Understands and applies the principles of quality customer service by responding promptly to customer needs and requests. Seeks to understand customers' circumstances, problems, expectations and needs. Answers phone calls, visitors, emails, and letters in a professional, helpful manner by providing accurate and informative information with the ability to resolve problems or refer inquires to the correct contact. Responds to and resolves difficult and sensitive inquiries and complaints from internal and external customers.
Interpersonal Relationships: Builds and maintains professional strategic relationships with key leaders and internal customers across the organization as a trusted recruitment advisor. Handles all interactions with poise, tact and diplomacy and in a confidential manner.
Work product models established corporate culture in conformance with City values.
Accountability: Follows instructions and responds to management direction. Takes responsibility for own actions. Keeps commitments and completes tasks on time or notifies appropriate person with an alternate plan.
Integrity: Treats people with respect. Inspires the trust of others. Works ethically and with integrity and upholds organizational values.
Innovation: Displays original thinking and creativity. Meets challenges with resourcefulness. Generates suggestions for improving work and develops innovative approaches and ideas.
Commitment to Excellence: Looks for ways to improve and promote quality. Demonstrates accuracy and thoroughness. Applies feedback to improve performance and monitors own work to ensure quality.
Teamwork: Balances team and individual responsibilities. Exhibits objectivity and openness to others' views; gives and welcomes feedback. Contributes to building a positive team spirit. Puts success of team above own interests and supports everyone's efforts to succeed.
Perform other duties as assigned.
Formal Education: Work requires broad knowledge in a general professional or technical field. Knowledge is normally acquired through four years of college resulting in a Bachelor's degree or equivalent.
Experience: Up to two (2) years of relevant experience.
Supervision: Work requires functioning as a lead worker performing essentially the same work as those directed, and includes overseeing work quality, training, instructing, and scheduling work of employees, volunteers, interns or temporary staff.
Certificates & Other Requirements:
Possession of, or ability to obtain, a valid Texas Driver's License.
Proficient in multiple computer software applications to include Microsoft Office, Adobe Creative Suite, and other related software.
Must be able to work occasional evenings and weekends.
Additional Salary Information: DOQ
About City of Southlake
Southlake is uniquely situated in the heart of the Dallas-Fort Worth area of North Texas. This actively engaged community brags about the quality of life in this upscale city and has proof to back it up. Southlake has consistently been ranked as one of the best places to live by D Magazine and Fort Worth Magazine. The Dallas Business Journal reported on a 2012 quality of life study by On Numbers in which Southlake was listed as the top DFW city and third among 1,145 cities throughout the southern United States. In 2013, the Dallas Morning News reported Southlake as one of the Best Neighborhoods in DFW, with an overall rating of five stars.
The reasons for the accolades are easily found within the City’s 22 square miles: exemplary schools, acre after acre of green space and the welcoming spirit of its residents; all true Texas traditions.
Southlake’s quality of life is among the highest in the DFW Metroplex, with its safe neighborhoods, community programs and excellent schools. Due to its location, available land, financial stability, educated workforce, and quality-driven development regulations, Southlake will be the center of growth for years to come.
Strategy executio...n is a fundamental part of the day-to-day operations within the City of Southlake. In 2005, the City Council worked closely with staff to develop a Strategic Management System (SMS) based on the Balanced Scorecard framework. The SMS aligns decision-making and resource allocation with City Council and citizen priorities. It includes components such as vision, mission, values, perspectives, focus areas, corporate objectives, strategy maps, implementation plans, and performance measures. In addition, each department has its own Strategy Map built around the department’s core services and develops a departmental business plan each year.
Departments also have performance scorecards that provide a way to assess the quality of the work being performed. Attention is given to what needs to be done, but performance is also about how things are done. To guide this, the Southlake Way and the City’s core values define the expectations. The City’s values are Integrity, Innovation, Accountability, Commitment to Excellence, and Teamwork.