The Talent Acquisition Business Partner is key to supporting our corporate and field operations and ensuring that we have a constant pool of candidates to staff our Facilities Management & Building Repair divisions and reports directly to our Manager of Human Resources. As our Talent Acquisition Business Partner, you will be responsible for influencing and changing perception of the function from an operational headhunter to a strategic business partner that architects hiring strategies and scales our recruitment efforts to meet the demands of the hourly contingent rapid expansion workforce, while aligning with our business development objectives and shared values. You will partner closely with our executive and leadership teams, providing strategic direction and consultation for all things recruiting, employer branding, sourcing, interviewing, selection, and onboarding – just to name a few! This is highly visible and dynamic position in its interactions with all corporate functions truly provides an opportunity to understand the business from the inside out.

WE VALUE TALENT ACQUISITION BUSINESS PARTNER WHO HAS:

• Strong attention to HR laws and the detail and precision at every step of the recruiting process to coach up and train hiring managers on best practices with a passionate point of view who shares it.
• Passionate learner with the ability to think about procedures/products/services in the way a person without building maintenance and services experience would think about it.
• Aptitude for adaptation and ability to understand what engages an audience regardless of industry.
• Courageous leadership, organizational planning and project management skills with great analytical and problem solving skills.
• Outstanding bi-lingual (Spanish/English) written, verbal communication and presentation skills and demonstration of flawless execution of teamwork and collaboration within both internal and external audiences.
• A deep understanding of people and customers and what motivates them.

In the span of a week/month you will have done the following…

• Participated in team meetings that appraised and continued to evolve our recruiting operations and driven efficiency and consistently to a new level by meeting your hiring goals and managing 25 open requisitions that month while creating a seamless candidate experience and mastered how to position the company as an employer of choice.
• You will have researched and learned our business by doing daily industry immersion to develop best-in-industry sourcing strategies and partnerships, keeping a pulse on who the overs and shakers are in our local recruiting markets and contributed your findings to the team on hiring trends and critical issues facing our industry.
• Met regularly with all functions in the business and all levels of the organization to understand business fundamentals and the unique needs of each client site and department, including: compensation challenges, role profiles and requirements; hiring goals; culture and performance issues.
• Started to introduce and take ownership of the strategic workforce planning and forecasting that needs to be done to support our growth and been the in house consultant for our hiring teams.
• Captured, analyzed and reported data-driven recruiting metrics to the CEO and other internal stakeholders to substantiate findings and market trends and utilize the data to continuously improve hiring practices and ROI.
• Worked closely with your HR team and processed your new hires through their initial onboarding, introduced them to corporate/site managers and developed a survey that tracks HM and NH satisfaction to continue to evaluate the new hire progress, capture and report performance data on a recurring basis.
• Coached other members of the recruiting team through challenges, continuously enabling them to exceed hiring goals, and inspiring them to reach their full potential.
• Cultivated relationships and influenced department heads and leaders on your undeniable passion for talent selection and gotten the team committed to continuous improvement through consistent re-assessment of recruiting plans, methods, tools and processes that you continue to evolve.
• Partnered closely with executive management to source candidates for two senior strategic roles and were a key driver in negotiating the offer packages for both, and completed all pre-hire checks and processing to be ready for HRIS import and the employees arrival on his/her first day!
• Leveraged all of the best practices that you brought with you from other jobs to effectively project manage all Talent Acquisition initiatives.
• Revised 5 job postings that reflect our employer brand, staffing and sourcing procedures to continually improve and streamline the recruiting process and managed a pipeline of qualified candidates to present at your weekly recruiting TB meetings with your HM’s.
• Partnered with two site managers and creating and implemented a targeted employment marketing and networking strategies to attract passive/active job seekers to a specific area..

Requirements:

• Knowledge of local, state and federal regulations and compliance issues in HR and hiring.
• Metrics- ability to research, compiles, analyze, create charts & data to demonstrate effectiveness of initiatives including ROI. Ability interprets complex information and develops solutions to complex issues.
• Bachelor’s degree in HR Management or related discipline preferred.
• Minimum of 3 years of professional experience
• Having experience in insurance is preferred