The Manager, Talent Acquisitions is responsible for managing and leading the full cycle of recruitment activities. Develop and implement contemporary recruitment strategies designed to attract qualified candidates for all levels of positions at the NAM. The incumbent works directly with hiring managers on recruitment search planning, evaluating applicant pool quality, implementing workforce planning and analytic strategies, and managing salary budget recommendations. The incumbent is also responsible for development and refinement of the electronic recruitment HRIS, as well as onboarding and orientation management.
Day to Day Responsibilities:
Responsible for full cycle recruitment to include development of recruitment strategies, working with hiring managers, drafting and finalizing position descriptions, establishing core competencies, interviewing and candidate selection, reference and background checks.
Responsible for staying within the approved compensation strategy and conducting research to develop an appropriate salary range for any new positions.
Responsible for training hiring managers on the recruiting process and periodic general training to management staff on recruitment and hiring processes.
Conduct thorough candidate interviews and recommend best candidates to hiring managers.
Arrange all interviews and manage candidate communication throughout the recruitment lifecycle.
Maintain career site and internal postings; provide guidance to supervisors and department heads.
Prepare and extend offers of employment to selected candidates.
Prepare appropriate approval documents for transfers, promotions, salary changes and other staffing changes.
Conduct hiring manager and new employee satisfaction surveys utilizing data to refine and improve the processes over time.
Work with the Manager, Human Resources to insure a smooth on-boarding process for all new hires once start date is confirmed.
Notify appropriate internal parties of employee arrivals and departures and follow up on payroll paperwork.
Arrange for any unusual workstation/equipment set-up such as ergonomic considerations, etc.
Provide necessary human resources policies and procedures including training on the intranet, SuccessFactors for hiring managers both pre-hire and during the 180-day orientation period for new hire.
Work with designated department staff to insure the organization chart, floor plan and employee phone list are updated.
Work with hiring manager to assign new employee orientation guide, typically a peer in another department/floor to assist in the orientation period.
Organize and hold new hire events to continue to assist in the acclimation to NAM’s culture.
Continually assess effectiveness of the onboarding process, researching best practices, conducting new hire and hiring manager feedback surveys and implement/refine as needed.
Other Human Resources Activities
Maintain and report HR performance metrics such as turnover, time to fill, cost per hire and other measurements as appropriate.
Create effective retention strategies and programs to meet stated retention objective for the NAM.
Ensure smooth administrative systems are in place and all employment files and databases are up to date.
Respond to various administrative requests, such as reference checks and mortgage applications.
Keep abreast of legislative and regulatory changes, trends and ideas through reading and membership in professional groups.
Make recommendations to vice president, human resources regarding changes in programs or policies.
Assist in the management of the annual employee performance evaluation and goal setting processes.
Conduct job analysis to update position descriptions and review against established compensation schedules.
Participate in salary/benefits surveys to benchmark against existing benefits and career band matrix.
Manage and continue to develop effective training, education and mentorship programs.
Manage the Cool2be Committee and oversee the social activities for the staff which includes monthly department hosted Wine Downs and bi-monthly social activities including an annual summer social and a holiday social.
The above list of responsibilities is representative of the position and is not intended to limit or preclude other responsibilities and tasks that may be associated with or added to the position.
Bachelor's degree in relevant discipline; PHR designation a plus; a minimum of 6 years of experience preferably related to recruitment activities;
Strong closing skills;
Experience with compensation programs management is desired;
Demonstrated knowledge of regulations and legal implications;
Excellent communications skills, both written and verbal, with strong listening ability;
Strong project management and organizational skills;
Strong interpersonal relations;
Attention to detail and high degree of accuracy;
Computer proficiency with Windows, Microsoft Office Suite (Word, Excel and Power Point), and the Internet; Ceridian or similar HRIS experience a plus;
Strong team player and team leader;
Ability to work effectively in a fast-paced, quality and goal driven work environment.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
About National Association of Manufacturers
The National Association of Manufacturers (NAM) is the largest manufacturing association in the United States, representing small and large manufacturers in every industrial sector and in all 50 states. Manufacturing employs more than 12 million men and women, contributes $2.17 trillion to the U.S. economy annually, has the largest economic impact of any major sector and accounts for more than three-quarters of all private-sector research and development in the nation. The NAM is the powerful voice of the manufacturing community and the leading advocate for a policy agenda that helps manufacturers compete in the global economy and create jobs across the United States.
The NAM’s world-class staff of policy experts provide unmatched access and information on the key issues affecting your business and bottom line. We are on the front lines of a wide range of policy battles, from immigration reform and labor relations, to energy and the environment, to trade policy and taxes. At every turn, we are working on behalf of manufacturers in America to advance policies that help manufacturers do what they do best: create economic strength and jobs.