Director HR Talent Acquisition

Profile

The Director of HR & Talent Acquisition is responsible for planning, directing, developing, and coordinating the policies, activities, ensuring legal compliance, and implementing the organization’s mission and talent strategy.

Job Responsibilities

Department-Specific

Collaborate with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.

Plan, led, develop, coordinate, and implement policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.

Administer or oversee the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

Conduct research and analysis of organizational trends, including a review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.

Monitor and ensures the organization’s compliance with federal, state, and local employment laws and regulations and recommended best practices; reviews and modifies policies and procedures to maintain compliance.

Provide professional expertise and support in designing, developing, and implementing the talent review process required to achieve business goals and create an internal bench of top talent.

Collect, analyze and maintain data gathered to inform targeted leadership development (e.g., succession planning).

Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction. Develop effective relationships within the organization and the hiring community to influence and impact the recruiting process and hiring.

Develop, initiate and maintain effective programs for workforce retention, promotion, career path, and succession planning.

Manage the maintenance and execution of the performance management system, including current job descriptions, standards of performance, and performance evaluation instruments.

Promote an environment of equal employment opportunity, diversity, and competitive advantage to support the company’s diversity and inclusion strategic plan.

Recruit full-time, part-time, temporary, contractual, and intern personnel. Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer, onboarding, etc.). Complete hiring process within defined metrics to minimize overall time-to-start. Develop appropriate marketing strategies, define roles and responsibilities of the hiring team, and develop service-level agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire.

People and Culture

Promote cross-functional collaboration and communications to ensure an “enterprise-first” culture and operation

Monitoring and enforcing the firm culture, reflecting an appropriate balance between financial results and respect, responsibility, behavior, community service, teamwork, client service, and loyalty.

Assess culture and employee satisfaction, recommending initiatives and actions for improvements necessary.

Devise/lead various culture-related initiatives (events/parties, holiday gifts, and cards, Day of Giving).

Consult to support the prioritization, development, and review of enterprise HR programs (e.g., performance management, job descriptions, etc.).

Provide a “voice” to staff and collaborate with the Executive Committee to resolve staff issues and challenges.

Draft, review and communicate job descriptions, subject to Executive Committee signoff.

Recommend and plan staff training programs under the guidelines provided or in support of department needs.

Job Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required;

At least five years of human resource management experience required.

Talent acquisition experience (preferably in a creative agency) preferred.

SHRM-CP or SHRM-SCP highly preferred.

Skills, Abilities, and Behaviors

Excellent verbal and written communication skills.

Excellent interpersonal and negotiation skills .

Excellent organizational skills and attention to detail.

Excellent time management skills with a proven ability to meet deadlines.

Strong analytical and problem-solving skills.

Strong supervisory and leadership skills.

Ability to adapt to the needs of the organization and employees.

Ability to prioritize tasks and delegate them when appropriate.

Thorough knowledge of employment-related laws and regulations.

Proficient with Microsoft Office Suite or related software.

Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

AMERICANS WITH DISABILITY SPECIFICATIONS

Physical Demands

Regularly required to sit for extended periods; walk; stand; drive; use hands to handle objects and feel controls; talk; listen; and vision capabilities that enable reading and viewing a computer screen.

Work Environment

The work environment is an office setting (workstation). The employee is not exposed to weather conditions, and the noise level in the work area is minimal.

Company info

The History Factory
Website : http://www.historyfactory.com/