Human Resources Recruiting Specialist

Lane Transit District•Eugene, OR

10h•Hybrid

About The Position

The Human Resources Recruiting Specialist is primarily responsible for overseeing and executing talent acquisition (TA) throughout the District. The HR Specialist facilitates all phases of the recruitment and selection process, from sourcing and attracting candidates to interviewing, onboarding, and hiring employees. The HR Specialist also guides the hiring manager through orientation best practices to ensure a smooth transition into the workplace for new employees. They may assist with benefits administration, employment related data and reporting, and handling of employee questions.

Requirements

A minimum of three (3) years of recruitment experience or professional-level experience in a human resources department.
Associates degree or equivalent in human resources management, public administration, business administration, or a related field.
Ability to qualify for Criminal Justice Information System Certification.
Knowledge of English grammar, spelling, and punctuation
Knowledge of Modern office procedures, methods, and computer equipment
Knowledge of Record Keeping Policies, guidelines, and requirements required by the federal government and for LTD.
Working knowledge of human resources principles, practices, and procedures
Ability to meet schedules and deadlines of the work
Ability to function well in a high-paced and at times stressful environment
Ability to maintain the confidentiality of information and professional boundaries
Ability to interact directly and independently with LTD's senior management as well as senior management of external organizations and government officials
Ability to communicate effectively, both orally and in writing
Ability to develop and produce written reports

Nice To Haves

A bachelor's degree in human resource management, public administration, business administration, or a related field.
PHR/SPHR or CP/SCP certification is desirable.

Responsibilities

Partner with hiring managers to determine staffing needs, maintaining relationships with both internal and external clients to ensure staffing goals are achieved.
Manage job postings in the applicant tracking system (ATS) and advertisement processes.
Train new interviewers on best practices and risks of asking improper questions.
Work with hiring managers and department leadership to identify knowledge, skills, and abilities needed for the position to update job descriptions, job ads, and prepare selection materials.
Screen applications and resumes making recommendations to hiring managers.
Manage the interview process by coordinating and performing in-person and phone interviews with candidates and hiring managers.
Coaches hiring managers and department leadership on selection process options including assessments, scenarios, etc.
Administer appropriate selection assessments, oversee preparation of interview questions, and other hiring materials.
Follow up on the interview process with hiring managers and communicate with candidate of selection status.
Collaborate with the hiring manager and/or other human resource staff during the offer process, identifying salary ranges, start dates, and other pertinent details.
Communicate with candidate employer information and benefits during selection process.
Perform background screening process, including reference checks and all required role specific documents.
Manage onboarding process through online portal including answering candidate questions, keeping hiring managers apprised of status, and working with various vendors.
Perform new hire/onboarding process in HRMS, in partnership with IT, Public Safety, and Payroll.
Prepare new employee files, as appropriate, and schedule HR orientation.
Facilitate legally required document processing including I-9 verifications.
Stay current on the company's organization structure, personnel policies, and applicable federal and state laws regarding employment practices.
Participate in college job fairs and other recruiting events.
Serves as a liaison with area employment agencies, colleges, and industry associations.
Complete timely reports related to employment activity.
Prepare or update employment records related to hiring, transferring, promoting, and terminating; including conducting exit interviews.
Ensure the organization's Affirmative Action processes and EEOC filings are current and timely.