HR RECRUITER (OPS)

CHILDRENS HOME ASSOCIATION OF ILLINOIS•Peoria, IL

2h•$58,656 - $65,000•Onsite

About The Position

The Recruiter is responsible for managing the full-cycle recruitment process to attract, engage, and hire qualified candidates who align with the organization's mission, values, and culture. This position partners with hiring managers and agency leadership to identify staffing needs, develop recruiting strategies, and ensure a positive candidate experience throughout the hiring process. The Recruiter plays a critical role in supporting workforce sustainability by building talent pipelines, strengthening employment branding efforts, and helping the organization meet current and future staffing needs.

Requirements

Bachelor's degree required.
At least two years of related experience and one (1) year of recruiting experience.
Experience working in ADP strongly preferred.
Personal vehicle, valid Illinois Driver’s License and proof of full insurance coverage.
Considerable skills in screening and recruiting techniques.
Knowledge of personnel policies and procedures.
Knowledge of federal and state laws regarding employment practices.
High level skills in oral and written communications, organization, and office systems
Ability to effectively utilize computer systems.
Ability to handle job related matters in a professional, diplomatic, and confidential manner.
Maintains confidentiality of applicant, employee, and agency information.
Maintains professional boundaries and relationships with clients, staff, and external contacts.
Treats each employee, client, and other community stakeholders with a high level of respect and professionalism.

Nice To Haves

Experience working in ADP strongly preferred.

Responsibilities

Manage full-cycle recruitment for assigned positions, including posting jobs, sourcing candidates, screening applicants, coordinating interviews, extending offers, and facilitating pre-employment processes.
Partner with hiring managers to understand workforce needs and develop effective recruitment strategies.
Conduct phone screens and preliminary candidate assessments.
Maintain candidate pipelines for high-volume and hard-to-fill positions.
Track and monitor recruitment metrics including time-to-fill, source effectiveness, applicant flow, and vacancy rates.
Ensure all recruitment activities comply with applicable federal, state, and local employment laws.
Develop and implement creative sourcing strategies to attract diverse, qualified candidates.
Build relationships with colleges, universities, workforce development agencies, community organizations, and professional associations.
Attend career fairs, networking events, and recruitment activities representing the organization.
Utilize job boards, social media platforms, employee referrals, and community partnerships to expand candidate pools.
Plan, coordinate, and host internal career fairs, hiring events, and recruitment open houses to support workforce needs across the organization.
Consult with managers regarding staffing trends, recruitment challenges, and labor market conditions.
Assist with workforce planning initiatives and succession planning efforts.
Collaborate with HR team members, leadership, and program departments to address recruitment and retention priorities.
Support special projects related to employee engagement, retention, and workforce development.
Support succession planning efforts by helping employees understand available career pathways within the organization.
Maintain accurate recruitment records within the HRIS system.
Ensure completion of required pre-employment screenings, background checks, and credential verification.
Assist with preparation of reports and recruitment data for leadership review.
Maintain confidentiality of candidate and employee information.
Ensure the hiring packet is complete with all required forms, transcripts, references, etc. before the job offer is made.
Abides by all DCFS and COA licensing standards as well as other standards.
Schedule, prepare, and facilitate new hire orientation programs for all newly hired employees.
Ensure new employees complete required onboarding documentation and pre-employment requirements.
Coordinate with supervisors, Information Technology, Facilities, and other departments to support a successful onboarding experience.
Present information regarding agency policies, benefits, culture, mission, and employee expectations during orientation.
Serve as a primary point of contact for new employees during the onboarding process.
Monitor onboarding effectiveness and recommend improvements to enhance employee engagement and retention.
Assist with onboarding-related reporting, recordkeeping, and compliance requirements.
Coordinate and monitor completion of required training, DCFS requirements, licensing requirements, and agency onboarding activities.
Partner with supervisors to ensure successful new hire integration and retention during the introductory employment period.
Complete 30-day new hire check-in.