Recruiting and Lifecycle Coordinator

Allied Universal•San Francisco, CA

21d

About The Position

Allied Universal is hiring a Recruiting and Lifecycle Coordinator to own the recruiting lifecycle in support of field account managers, including candidate support and pre-screening to help ensure sites are adequately staffed. The role also drives human resources expectations and compliance by implementing HR programs in accordance with corporate standards and providing advisory services, support, and guidance across recruiting and HR functions. The coordinator supports strategic client portfolios across multiple sites, including international locations, and coordinates across time zones and vendor partners. Travel may be required up to 25% of the time. Responsibilities include sourcing and pipeline management; advising and coaching managers on recruiting practices; engaging hiring managers and supporting selection decisions; managing candidate experience; providing HR and employee-relations guidance; tracking recruiting, onboarding, training, turnover, and retention metrics; coordinating onboarding and offboarding; administering training programs; and improving operational processes across multi-site portfolios.

Requirements

Associate’s degree in Human Resources Management, Organizational Behavior, Business, or a related field; alternatively, a high school diploma with five years of Human Resources/Employee Relations experience.
At least five years of full life-cycle, high-volume recruiting experience.
At least three years of Human Resources/Employee Relations experience.
Prior experience in employee relations, development and engagement, and policy implementation and interpretation.
Experience using an Applicant Tracking System; iCIMS is preferred.
Experience coordinating across multiple sites or international locations.
Background in operational process development and onboarding systems.
Experience coordinating IT provisioning and systems access management.
Expert-level knowledge of full-lifecycle recruiting for exempt and non-exempt positions with national scope, including sourcing, qualifying, networking, assessment, legal parameters, job analysis, wage and salary trends, relationship management, and due diligence.
Ability to source candidates using technology, including social media, competitive-landscape employee lists, online networking, internet data mining, and website functions.
Knowledge of search-engine syntax and internet sourcing methods, with experience using search automation tools.
Working knowledge of employment laws and civil rights legislation.
Strong initiative and judgment in coaching, candidate management, influencing hiring managers, and working with executives.
Ability to take initiative, prioritize competing assignments, and manage deadlines effectively.
High proficiency in Microsoft Office applications and effective use of office-management technology.
Ability to exercise independent judgment and discretion.
Outstanding oral and written communication skills.
Proficiency with cloud-based collaboration platforms such as Google Workspace, Slack, or similar tools.
Process-driven approach and systems-thinking capability.
Ability to work effectively across time zones for multi-site or global portfolios.

Nice To Haves

Bachelor’s degree in Human Resources Management, Organizational Behavior, Business, or a related field.
CHRP (Certified Human Resources Professional).

Responsibilities

Use innovative sourcing techniques and market insights to develop targeted recruiting approaches.
Collaborate with the Talent Acquisition Team to identify, capture, and report creative sourcing techniques, assess trends, and measure progress.
Help develop short- and long-term recruiting strategies and nationwide business continuity plans for staffing Allied Universal personnel.
Develop community-based outreach and recruiting strategies to support affirmative action goals.
Train and coach management and leadership on recruiting and interview trends, techniques, and best practices; assist with job descriptions, job postings, interview guides, and referrals through local professional networks.
Work with senior and line management to understand job responsibilities and define successful candidate profiles.
Lead discussions on interview feedback and selection decisions, and provide expertise from initial screening through hiring decisions.
Coach hiring managers on assessment and reference results.
Maintain candidate engagement and communication from initial outreach through the new hire's start date.
Advise on employee career development plans and equal opportunity for advancement.
Support employee-relations investigations involving account and regional leadership, and resolve issues such as complaints and disciplinary actions.
Develop performance improvement plans for underperforming employees and monitor progress toward goals.
Develop HR training materials and facilitate learning sessions for Enterprise Account leadership.
Create, edit, and maintain recruiting metrics to measure sourcing effectiveness and time in process; communicate significant business issues to senior management.
Track onboarding completion rates and timeline compliance, training delivery, certification completion, turnover trends, and retention data.
Submit personnel onboarding tickets in client HR systems and coordinate badge processing with client security operations teams.
Submit IT access tickets for email, collaboration tools, and authentication devices.
Track onboarding completion in personnel systems and maintain compliance records.
Manage onboarding documentation, coordinate new hire orientation, and track 30/60/90-day milestones and check-ins.
Process offboarding, including systems termination, credential collection, and uniform return.
Maintain the training content library; distribute materials; schedule and coordinate training across sites and time zones; and manage on-the-job training logistics.
Track training completion and certification requirements, monitor deadlines, follow up on incomplete requirements, and coordinate standardized training rollouts.
Maintain onboarding process documentation and operational guidance materials; audit compliance with operational standards and client procedures.
Coordinate uniform orders, equipment provisioning, and site supplies; manage vendor and client administrative systems.
Identify process gaps and implement scalable solutions for multi-site operations, including workforce coordination across time zones.