Sr. Talent Acquisition Specialist II

Job Description

Job Description

Summary: The Sr. Talent Acquisition Specialist II leads and manages the full cycle recruitment process for mid-to senior level positions. Proactively and strategically sources and places high quality candidates across several geographic areas. levels and job functions. Works in a fast-paced environment in partnership with hiring managers, to successfully fill roles in a professional manner to meet company and department goals and ensure a seamless candidate experience. Proactively utilizes a variety of sourcing mediums including social media, websites, job boards, local area resources, college and job fairs and develop recruiting campaigns strategically designed to source active and passive talent. Administers the HRIS Talent Module and runs ad hoc, weekly, quarterly, and annual reports for Executives and Board Members. Stays updated on and maintains legal compliance as it applies to employment/recruitment law.

Job Responsibilities:

Talent Acquisition Process Management

• Partners with management and hiring managers to identify talent needs and job requirements; Recruits for internal/external job postings; Becomes a subject matter expert (SME) for lines of business;
• Full Cycle Recruitment of internal and external candidates – creates, posts and maintains job requisitions on Applicant Tracking System (ATS); keeps job postings up to date on all platforms; responds timely to applicant inquiries; schedules and conducts phone screens and interviews in partnership with the Recruiting Operations Specialist; determines suitability of applicants; administers appropriate employment tests and background screenings; dispositions candidates appropriately;
• Conducts regular follow-up with management to determine talent acquisition alignment;
• Liaises with managers on recruitment related development and/or issues, and reports findings to Head of Talent Acquisition and SVP Human Resources Officer;
• Tracks, analyzes, and utilizes appropriate workforce data from HRIS and other sources to present to HR Management to make fact-based organization and people decisions;
• Partners with internal subject-matter experts (SME’s) to ensure all employees and new hires understand core compensation, benefits, programs & practices;
• Properly prepare candidates for interviews.

Sourcing & Recruiting Brand Strategy

• Delivers on innovative, creative, and proactive recruitment/sourcing strategies to produce high quality active and passive candidates and pipelines;
• Evaluates recruiting strategies and processes and adjusts as necessary to build pipelines;
• Researches and provides market intelligence as appropriate;
• Engages with talent communities, via social media (LinkedIn, Indeed, Glassdoor, Instagram & Facebook, etc.), college/career fairs, staffing agencies and other sourcing mediums;
• Identifies top talent and uses multiple methods to narrow the talent pool to secure the most qualified talent;
• Participates in college, veteran, disability, and state job fairs as needed.

General HR Activities

• Administers the HRIS Talent Module and runs ad hoc, weekly, quarterly, and annual reports;
• Develops, tracks, and reports key metrics to identify trends and optimize recruitment strategies.

Other Responsibilities

• Acts as back-up to the Talent Acquisition Team Members;
• Mentors and trains junior recruiters; shares knowledge and experience to assist in their career development.

Job Requirements:

Required

• Bachelor’s Degree in Business Management or related field required;
• Minimum of 5 years’ relevant experience in full cycle recruiting, talent acquisition and talent development;
• Applicant Tracking System (ATS) experience required;
• Proficiency in MS Office Suite required;
• Relationship builder across the organization, demonstrating solid business acumen in order to provide value-added HR solutions to the business;
• Detailed knowledge of company policies and procedures, including employment practices, compensation practices, company benefit plans, business practices and product information; knowledge and understanding of relevant laws and regulations;
• Strong communication and interpersonal skills; ability to develop and present compelling people-related business cases and recommendations for hire;
• Strong analytical, negotiation and problem-solving skills; ability to integrate data from interviews, reports, and other data sources to make appropriate recommendations on employment decisions;
• Agility to anticipate changing business needs, adapt accordingly, and demonstrate flexibility to effectively coordinate and prioritize multiple initiatives;
• Inquisitive nature, willingness to learn, and desire to continually improve;
• Demonstrated ability to take on new/unfamiliar assignments and increasing responsibilities;
• Excellent organizational and project management skills;
• Excellent oral and written communication skills;
• Ability to travel to other bank locations;
• Flexibility to respond to business needs during non-business hours.

Preferred

• Banking or Finance industry background preferred.

Columbia Bank offers the following benefits:

• Medical, Dental, Vision and Rx which are contributory.
• Bonus programs.
• Employee Stock Option Program (ESOP).
• Life Insurance, Long Term Disability and Accidental Death and Dismemberment (LTD&AD&D).
• Paid Time Off (PTO) which includes Personal and Vacation Time.
• Paid Sick Time.
• Bank Holidays.
• Employees may participate in the 401k program.

Schedule:

This role is eligible for a hybrid schedule; 3 days in the office and 2 days work from home based on business need.

Columbia Bank and its affiliates is an Equal Opportunity Employer, including individuals with disabilities and veterans.