Director - Talent Acquisition

YAI•New York, NY

22d•$100,000 - $120,000•Onsite

About The Position

Under the direction of the Chief Human Resources Officer (CHRO), the Director of Talent Acquisition is responsible for all aspects of full-cycle, high volume recruiting for YAI Network. Designs, implements and directs all day-to-day operations of all recruiting and onboarding activities for New York and New Jersey programs and affiliates, ensuring timely processing and regular engagement of candidates and compliance with all applicable requirements. Creates, employs and evaluates a variety of talent acquisition and candidate engagement strategies that improve identification, selection and engagement of highly qualified candidates for positions at all levels of the organization. Regularly collaborates with YAI and affiliate program and administrative leadership, human resources directors and staff and other key stakeholders to develop a strong understanding of organizational structure, needs and operations to design innovative recruiting initiatives. Directs and monitors activities of recruiting and onboarding staff, providing guidance and support and ensuring appropriate, timely processing of offers and related requests and inquiries. Collaborates with HR staff at all levels to drive improvements to recruiting and onboarding processes, including updates and enhancements to the applicant tracking system to improve applicant experience and availability of information through reports and dashboards with real-time updates and information.

Requirements

Bachelor’s degree in Human Resources, Business Administration or related field; and
Ten (10) years of human resources experience involving direct, high-volume full-cycle recruiting in healthcare or social services, including at least five (5) years in the oversight of TA operations and staff; and
Thorough knowledge of Federal, State and Local employment laws and regulations including oversight agencies applicable to services in New York State, New York City and New Jersey, such as anti-discrimination, pay equity and transparency, background and clearance-related regulations; or
Satisfactory equivalent combination of education, experience and/or training.
Strong understanding of recruiting processes, workflows and reporting, including extensive experience with applicant tracking systems, ideally Workday and ability to design new and innovative strategies to attract candidates for difficult to recruit positions, such as clinical and educational roles.
Excellent interpersonal, verbal and written communication skills, including the ability to regularly engage and build effective working relationships with leadership, staff and external stakeholders at varying levels.
Exceptional supervisory and leadership skills and ability to effectively manage, coach and support teams across the agency through all stages of the hiring and engagement processes.
Strong critical thinking, analytical skills and problem-solving ability, particularly in ambiguous situations.
Ability to work effectively in a fast-paced environment, appropriately prioritizing dynamic priorities to meet hiring needs, deadlines and other requirements.
Advanced knowledge of Microsoft Office Suite, specifically Excel, PowerPoint and Word.
Ability to regularly report on-site to our Manhattan office and to other YAI locations across the NYC metropolitan area including Hudson Valley, Long Island and New Jersey, plus ability to travel to recruiting and other events or programs, as needed.
Ability to meet essential physical demands of position, including the ability to sit for extended periods, lift and carry files or documents weighing up to 10 pounds and move around the office.

Nice To Haves

Master’s degree and/or professional certification in Human Resources (PHR/SPHR or SHRM-CP/SHRM-SCP)
Previous experience recruiting in the intellectual and developmental disabilities (I/DD) field
Strong understanding of Workday HCM system, specifically applicant tracking and reporting

Responsibilities

Designs long-term strategy for talent acquisition and candidate engagement, regularly evaluating recruiting and onboarding processes and initiatives to determine effectiveness in meeting organizational needs and ensures alignment with the overall mission, goals and objectives of the agency in collaboration with CHRO, other HR directors and staff and program leadership.
Works closely with the CHRO to assess current state of the organization and builds productive relationships with key stakeholders and leaders, identifying areas for improvement, making recommendations for changes and implementing initiatives and enhancements to talent acquisition strategies and processes.
Maintains responsibility for all recruiting and onboarding activities across New York and New Jersey, monitoring and overseeing day-to-day operations to ensure adherence to all applicable policies and procedures, including Federal, State and Local regulations for all phases of recruitment, selection and onboarding through direct and indirect supervision of recruiting and onboarding staff.
Ensures appropriate, consistent and compliant processes are in place to support sourcing, screening, selection and processing of new hires and internal job changes satisfying open requisitions in a timely manner while providing an excellent candidate experience.
Leads planning, development and implementation of new initiatives or updates to procedures, practices and education relating to talent acquisition and candidate engagement with a focus on designing innovative recruitment strategies to attract and engage quality candidates, including through partnerships with external entities and by enhancements to screening, interview and selection practices to connect with candidates.
Stays abreast of relevant laws, regulations and best practices in talent acquisition and candidate engagement, serving as an internal consultant and strategic advisor to the CHRO, HR staff and Senior Leadership Team; provides talent-related insights for other programs and operations, including California, as requested.
Serves as primary liaison with program and affiliate agency leadership and external partners regarding full-cycle recruitment and hiring needs, initiatives, concerns and related inquiries, providing ongoing guidance and support for recruiting and onboarding activities and implementing best practices for interviewing, candidate evaluation and decision-making across YAI Network.
Actively participates in the implementation of processes that support adherence to approved budgets and position management, ensuring alignment of open requisitions with budgeted positions, monitoring headcounts and coordinating updates to position data with appropriate HR and/or Finance staff.
Collaborates with HR team to design and implement employee engagement initiatives that support employee retention, including regular communication with new employees from acceptance of offers for employment through completion of onboarding and preservice/orientation and as they begin working in assignments following completion of all requirements.
Monitors accuracy of data entry and tracking in Workday for all related processes and transactions, including requisitions, job postings and offers and ensures completion of applicable onboarding processes including clearances and verification of education, experience, certification and/or licensure and appropriate maintenance of required documentation.
Collaborates with HCM team to facilitate system configuration and business process changes in Workday applicant tracking system to streamline and enhance candidate experience, improve efficiency and increase accessibility of recruiting and candidate data by key stakeholders, including hiring managers, program leadership and SLT.
Ensures active participation by YAI and its affiliates in recruiting events, engaging existing partners and establishing new partnerships with community and educational entities to create candidate pipelines for key roles at all levels.
Engages with Marketing and Communications team to create targeted communications and campaigns for specialized, new or high-need roles and to increase awareness of opportunities and engagement with YAI Network by potential candidates.
Develops and regularly monitors key performance indicators (KPIs) that summarize important talent acquisition data and support hiring goals; compiles and analyzes data to identify trends and evaluate impact of initiatives and efforts, developing data-driven insights to support decision-making and allocation of resources.
Performs all other duties, as assigned.