Director, Talent Acquisition (Internal)

  • United States
  • Full Time
  • Senior Manager/Supervisor

HIRING RANGE: $110,000-$160,000

POSITION SUMMARY

The Director, Talent Acquisition is responsible for developing and implementing a talent acquisition strategy for Nonprofit HR in alignment with the firm’s strategic plan.  This individual will work closely with leaders across business units to understand and articulate talent needs and oversee efforts to meet these needs. They will utilize innovative sourcing techniques and networking relationships to proactively cultivate a talent pipeline and will oversee and work with the Recruitment Manager to screen, interview and recommend candidates for open positions.

The Director will contribute to employer brand initiatives and develop and train hiring managers on processes and practices that ensure a positive candidate experience.  They will also manage the onboarding process and monitor new hire experience within the first year of employment.  The Director will also lead the utilization of recruitment-related technology to track candidate pools and report on relevant metrics to further inform strategy.

ESSENTIAL DUTIES AND RESPONSIBILITIES

  • Develops and implements a talent acquisition strategy aligned with the firm’s strategic goals and priorities in order to support internal talent needs for the firm. Seeks to understand the firm’s strategic plan and business priorities and consults with Managing Directors across the firm to identify talent needs. 

 

  • Manages the position requisition process.  Articulates talent needs in position descriptions and compelling job postings.

 

  • Creates, improves, and shares recruitment processes within the firm. Develops tools, resources, and training for those involved in the recruitment and hiring processes.

 

  • Manages staffing budget and participates in its development and continual monitoring.

 

  • Leads Recruitment Manager in implementing Talent Acquisition strategy.  Partners to recruit highly qualified talent for internal positions at Nonprofit HR.  Screens resumes, interviews candidates, and manages the shepherding of talent through the firm’s recruitment process.

 

  • Proactively, innovatively, and continuously cultivates and nurtures a pipeline of diverse talent for the firm.  Networks and builds relationships with potential talent or sources of talent and maintains an active presence on social media in order to attract new and diverse talent pools.

 

  • Models Nonprofit HR values and desired culture and articulates this to prospective candidates.

 

  • Negotiates salary offers with candidates. 

 

  • Recommends ways to better utilize technology resources in the talent acquisition process.  Manages applicant tracking system (ATS) and generates reports to further inform talent strategy.

 

  • Contributes to and supports the implementation of Nonprofit HR’s employer brand strategy.  Champions the firm as an employer of choice and makes recommendations to ensure a positive candidate experience for applicants. Manages expectations of  and ensures timely communication with candidates and hiring managers.

 

  • Manages the onboarding process, working closely with the Recruitment Manager, Talent and Development Associate, and the Operations team. Monitors the experience and performance of new hires within the first year of employment and addresses any issues or makes recommendations to the Managing Director,  Talent and Development or relevant leaders.

 

  • Stays abreast of applicable HR trends, tools and processes, particularly those affecting talent acquisition.  Ensures compliance with applicable regulations.

 

  • Develops and utilizes analytics and meaningful metrics to inform the talent acquisition function and to meet the firm’s growth needs.

 

  • Represents the firm at industry events and writes or speaks on area of expertise.

 

  • Contributes to the implementation of initiatives within Talent and Development.  May assist other business units with or provide thought partnership on recruitment efforts.

 

 

QUALIFICATIONS, KNOWLEDGE AND SKILL REQUIRED

  • A bachelor's or master’s degree and a minimum of ten (10) years as a recruitment professional, preferably with a professional services firm

 

  • Experience leading a talent acquisition function and developing its strategy, as well as experience leading or coaching others.  Experience with workforce planning and partnering with senior leaders across the organization.

 

  • Attainment of one or more certifications CSP/CSC/PHR/SPHR is highly preferred

 

  • Proven track record of successfully utilizing innovative practices and processes for sourcing and nurturing diverse talent including data mining, advertising, direct research, and social media

 

  • Proven experience leading multiple, concurrent recruitment engagements

 

  • A thorough understanding of state and federal legal processes, requirements, and legislation

 

  • Excellent understanding of recruiting technologies and trends Included but not limited to ATS systems, CRM systems, LinkedIn Recruiter, job aggregators

 

  • Demonstrated track record of taking initiative, leading large complex projects, working in a fast-paced environment

 

  • Proven, disciplined project management skills with the ability to effectively manage multiple and changing priorities simultaneously

 

  • Highly effective interpersonal and communication skills including ability to communicate orally, write and present effectively and concisely to a wide variety of audiences including management, and staff

 

  • Ability to represent the firm with credibility in front of candidates.  Demonstrated awareness of and positive reinforcement of the firm’s values and employer brand

 

  • Demonstrated commitment to valuing diversity and contributing to an inclusive working and learning environment

 

  • Adept at collaborating with and leading diverse internal teams

 

  • Outstanding client service orientation

 

  • Strong business acumen with a commitment to acting as a business partner and problem solver

 

  • Demonstrated experience developing and sustaining highly effective business relationships with potential candidates/future talent

 

  • Demonstrated experience in the development and utilization of metrics to enhance performance

 

  • Demonstrated proficiency with all MS office applications and experience with CRM software and/or applicant tracking systems.

 

 

ADA SPECIFICATIONS

 

This position is largely sedentary in nature however one must possess the ability to speak, hear, see and write as well as the ability to use a computer and related software programs. Local and/or national travel periodically required and may require some longer weekday/weekend commitments to accomplish related business projects or meet deliverables.

 

 

The above statements are intended to describe the general nature and level of work being performed by the individual(s) assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required. Management reserves the right to modify, add, or remove duties and to assign other duties as necessary.

 



Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment at nonprofithr.com/deinow.

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