Talent Acquisition Manager

The Talent Acquisition Manager is a key member of the HR team with primary responsibility for full-cycle recruiting, sourcing potential hires on various online channels, building relationships with passive candidates, and partnering with hiring managers to evaluate and select candidates that will thrive at Otak. The Talent Acquisition Manager is a subject matter expert in candidate evaluation and selection and will have process and program management responsibilities related to these areas but will also be a flexible team member that can jump in and assist in other HR and business areas when needed.

What you’ll do:

  • Develops, recommends and implements strategic recruitment initiatives in accordance with objectives of the organization.
  • Collaborates with business units and management to forecast and develop plans for key staffing initiatives.
  • Develops, recommends and implements strategic initiatives for recruiting diverse talent in a multi-site organization.
  • Plans, develops, and implements policies, procedures and practices of the recruitment function.
  • Responsible for the full cycle recruiting process to meet the various staffing goals across all levels within multiple business units.
  • Responsible for understanding the current market conditions, hiring trends and how to attract top talent.
  • Coordinates, creates, and develops recruiting resources and tools to attract top talent,
  • Interacts with businesses and schools regarding job openings and potential job openings.
  • Recruits potential candidates by posting job openings on various sites, contacting third party recruiters, and attending job fairs.
  • Work closely with hiring managers to maximize the effectiveness of the recruiting process and make continuous improvements to it.
  • Regular follow up with the respective hiring managers and candidates to ensure timeliness of recruitment process and communication.
  • Actively participate in all staffing related activities and engage in cross functional projects.
  • Manages and maintains the applicant tracking system. Utilization of the HRIS, recruiting platform and recruitment marketing tools.
  • Manages departmental reporting on position status and recruitment issues.
  • Coaches, mentors and trains hiring managers on the interviewing, hiring and onboarding processes at the department level.
  • Find bottlenecks in the recruiting process and make recommendations.
  • Plan procedures for ensuring the best possible candidate experience.
  • Suggest measures for improving employee retention.
  • Design, plan and collaborate on employer branding activities for candidates. Encourage employees to be brand ambassadors.
  • Creates and maintains social media presence on all platforms directly related to recruitment activities in collaboration with marketing and company branding guidelines.
  • Track and report key metrics designed to measure and predict staffing activity.
  • Project and recommend recruitment expenditures for budgetary control.
  • Develop strong relationships with hiring managers, regional managers and the HR team.
  • Perform other similar/related duties and special projects as required.
  • Provide back-up to team members as needed.

What you’ll bring:

  • Bachelor’s degree preferred
  • At least 3 years of full lifecycle in-house corporate recruiting required; recruiting experience in architecture, civil engineering, project management and/or planning industry strongly desired.
  • Demonstrated experience using technology, social media (i.e.: LinkedIn, Instagram, Twitter) and creative recruitment techniques to source candidates required.
  • Professional certification preferred (PHR, SPHR, SHRM-CP, or SHRM-SCP)
  • Knowledge of principles involved in labor forecasting and planning, resource allocation, and coordination of people and resources.
  • Ability to determine whether events or processes comply with hiring laws, regulations, or standards.
  • Ability to establish and maintain solid work relationships through communication, cooperation, and positive interaction with team members and all other departments.

 

Why work at Otak?

When you work at Otak, you aren’t just joining a firm — you’re joining a community. We believe our best work happens in a culture of collaboration and inclusion, where the expertise of diverse individuals can thrive in a foundation of teamwork. The work environment we create is built on a simple concept: working on interesting projects with interesting people. However, we don’t just believe in cultivating our own community; we’re also committed to enriching the communities around us with smart, creative solutions. We know our employees make an investment in us, so we’re committed to making an investment in them. Seasoned experts and young professionals work together to encourage personal growth and skill development at all experience levels. Plus, we’re expanding — and we’re dedicated to developing an internal infrastructure with the strength and talent to support that growth.

Otak employees have a progressive mindset and sustainable community perspective. We encourage our staff to volunteer in their communities by giving them an option to earn extra vacation time for their volunteer hours. Otak combines the best of a small firm mentality with strong collaboration across disciplines with the plentiful opportunities to work on exciting projects offered by a growing firm. We also encourage life balance and foster a fun work environment. Our Northwest sensibilities are reflected in our commitment to sustainability and diversity.  And believing that diversity fosters innovation and strengthens our skills, we embrace a culture of inclusion and equity in our company and in our communities.

Otak is proud to be an Affirmative Action and Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

For us, diversity isn’t a box to check, it is woven into our key values. Diversity is the deep, running vein that fosters innovation, strengthens our team, and opens doors.  This is why we’re determined to build a culture of diversity, equity and inclusion. Our team embraces each other’s unique perspectives and strives to promote a culture where we all feel a sense of belonging.  We understand that when we are able to courageously show up as our fully evolved selves, there is more collaboration, more creative ideas and an increase in capitalizing on our team’s natural talents. If you are a minority, veteran, person with a disability, or a member of the LGBTQA Community, we strongly encourage and welcome you to apply to any open position of interest.

Sound like a place you’d like to spend some time and advance your career?  Join us!  Please apply online

 

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Job Title:                      Talent Acquisition Manager

Department:              Human Resources, Portland, OR

Reports To:                 Director of Human Resources

Position Description

The Talent Acquisition Manager is a key member of the HR team with primary responsibility for full-cycle recruiting, sourcing potential hires on various online channels, building relationships with passive candidates, and partnering with hiring managers to evaluate and select candidates that will thrive at Columbia Grain. The Talent Acquisition Manager is a subject matter expert in candidate evaluation and selection and will have manage responsibilities related to these areas but will also be a strong HR Business Partner to both the HR team and managers and can jump in to assist in other related subject areas when needed.

Primary Duties and Responsibilities

  • Fully understand and support Columbia Grain’s Mission Statement and Core Values.
  • Act as first line of communication between candidates and hiring manager and manage the entire recruiting process from initial screen to onboarding.
  • Develop, recommend, and implement strategic initiatives for recruiting talent in a multi-site organization.
  • Plans develop, and implement policies, procedures, and practices of both recruitment and HR function.
  • Coordinate, create, and develop recruiting resources and tools to attract top talent,
  • Post, manage, and track assigned internal and external job posting on Applicant Tracking System (ATS) and job boards.
  • Execute talent sourcing tactics such as direct sourcing, database mining, networking, cold calling, university relations, industry events, associations, online communities, external research, and social media (LinkedIn Recruiter, Networking Events, Boolean searches, etc.)
  • Act as a business partner to hiring managers to understand their business and talent needs and develops effective and successful   recruiting strategies and overall business strategies.
  • Regular follow up with the respective hiring managers and candidates to ensure timeliness of recruitment process, communication and living our company culture.
  • Actively participate in all staffing related activities and engage in cross functional projects.
  • Manages and maintains the applicant tracking system. Utilization of the HRIS, recruiting platform and recruitment marketing tools.
  • Manage departmental reporting on position status, recruitment issues and turnover.
  • Partner with Talent Development Manager to develop and deliver training.
  • Coach, mentor and train hiring managers on the interviewing, hiring and onboarding processes at the department level.
  • Plan procedures for ensuring the best possible candidate experience.
  • Suggest measures for improving employee retention.
  • Design, plan and collaborate on employer branding activities for candidates and employees.  Led and encourage employees to be brand ambassadors.
  • Create and maintain social media presence on all platforms directly related to recruitment activities in collaboration with marketing and company branding guidelines.
  • Active team player on all HR and business matters to elevate our talent and grow our employees.
  • Perform other HR similar/related duties and special projects as required.
  • Provide back-up to team members as needed.

 Skills, Knowledge, Education and Experience

  • A Bachelor’s Degree preferred.
  • At least 5 years of Staffing/Recruitment or related experience working in a professional human resources capacity, with a focus on design and implementation.
  • PHR/SPHR and/or CCP/CBP certification a plus.
  • Experience in using Social Media for sourcing (using forum like LinkedIn, Twitter, discussion forums, blogs, etc.) required.
  • Experience with activity tracking and candidate screening documentation in an internal database to decrease cycle times for candidate identification and submission.
  • Ability to make decisions and solve problems. Analyze information and evaluate results to choose the best solution and solve problems.
  • Business Acumen and ability to translate into talent acquisition and talent development.
  • Solid follow up and follow through skills.
  • Ability to accept different opinions, constructive feedback, and dealing calmly and effectively with high stress situations.
  • Ability to adapt to change, be flexible and adaptive to successfully achieve the function of the position.
  • Ability to communicate effectively both orally and in writing to all levels of the organization.
  • Strong interpersonal skills: ability to interact with all levels of management.
  • Ability to uphold and maintain discretion and care regarding confidential and sensitive personnel and company information.
  • Ability to be reliable, responsible, and dependable, and fulfilling of all deadlines and obligations.
  • Proficient in Microsoft Office, intermediate in Excel.
  • Working knowledge of Applicant Tracking System (ATS), experience with Paycom preferred.
  • Must be able to travel 10-15%

 Columbia Grain is an Equal Opportunity Employer

 

 

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Columbia Grain

Cultivating Growth

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CONTACT US

HR Network, Inc.
www.hrnetwork-nw.com
jennifer@hrnetwork-nw.com
(971) 940-9567