Manager, Talent Acquisition

University of Rochester•Rochester, NY

About The Position

As a community, the University of Rochester is defined by a deep commitment to Meliora - Ever Better. Embedded in that ideal are the values we share: equity, leadership, integrity, openness, respect, and accountability. Together, we will set the highest standards for how we treat each other to ensure our community is welcoming to all and is a place where all can thrive. The Manager, Talent Acquisition provides leadership and operational support for a team of Talent Acquisition Specialists/Recruiters. Oversees the daily activity of Talent Acquisition team(s) and makes recommendations to increase productivity and improve processes, escalating complex or strategic issues to Talent Acquisition leadership. Develops and recommends policies and policy changes to senior leadership to enhance the applicant experience, customer service to business leaders, and streamline operations. Assesses program effectiveness. The Manager, Talent Acquisition works with HR Business Partners and departmental leaders to promote centralized recruitment in areas of high need and and/or workforce shortage. Develops a proactive recruitment program, which includes building a best-in-class experience for applicants, talent pool and pipeline development.

Requirements

Bachelor’s Degree plus 4+ years of relevant recruitment or HR experience required
At least 3 years experience in supervisory capacity
The 3 years of supervisory experience can be in a different field.
Or equivalent combination of education and experience
Demonstrated knowledge of applicant tracking systems and recruitment processes

Nice To Haves

Prior experience supporting search committee processes is helpful, and preferred.

Responsibilities

Provides direction to recruitment staff and determines priorities; oversees procedures for sourcing candidates, evaluating applicant qualifications, conducting interviews, reference checks, and offers.
Manages and evaluates performance of recruitment staff; recommends classification reviews and initiates other personnel actions.
Orients and trains staff as required.
Ensures Talent Acquisition programs are in compliance with university policies and federal/state/local hiring regulations, including equal employment practices.
Maintains awareness of recruitment sources, bottlenecks in processes, and broader HR initiatives that affect Talent Acquisition.
Supports the planning, design and evaluation of recruitment programs, policies, and procedures.
Ensures attraction, screening, and selection processes accurately represent the role, department, and organization.
Reviews and improves recruitment processes,workflows, and tools, with a focus on impact to the candidate experience.
Consults with HR Business Partners, hiring teams and Talent Acquisition leadership on recruitment strategy; establishes relationships that support both current hiring goals and proactive workforce planning.
Provides advice on hiring policies, legal requirements, and recruitment best practices to hiring teams.
Communicates Talent Acquisition processes and data effectively through accurate documentation; supports reporting and/or presentation creation and delivery when requested by Talent Acquisition Director.
Leverages Workday Recruiting reports to evaluate recruitment effectiveness and guide strategy.
Uses data to inform strategy; prepares reports to present outcomes to leadership.
Routinely monitors KPI trends, such as time-to-offer, offer acceptance rates, vacancy rates, pipeline health, and success indicators.
Collaborates with Talent Acquisition Directors to identify and evaluate recruitment vendors. Makes recommendation to Directors when a need is identified.
When a search firm is engaged in a search aligned with Talent Acquisition, may serve as the primary interface between the vendor and internal teams or hiring committees.