Recruitment Manager

Childrens Rescue Fund•New York, NY

About The Position

At a professional level, the Recruitment Manager will have direct hands-on management of the day-to-day staffing and hiring initiatives and full-cycle recruiting process, which encompass one to supervise, provide guidance, coach, support, and champion the Recruitment Team in some of the following areas: designing and implementing hiring processes that meets compliance efforts and aligns to the organization’s hiring goals, and develop strategies to identify high-performing candidates who will fit a rapidly growing organizational culture. This role requires an individual to be an active member of the overall Human Resources and Recruitment Team and will provide support with on-going Human Resources and Recruitment projects. The position requires an extremely perceptive person who can interact respectfully with individuals at all levels within the organization, as well as with external vendors, with an understanding of the balance between the organization’s needs, business demands, and candidate goodwill. The incumbent will act as an ambassador to possible new hires and will be committed to help to optimize and promote the organization’s brand.

Requirements

Direct work experience in and knowledge of nonprofit organizational operations and governmental contract knowledge is strongly preferred.
Knowledge of relevant employment and hiring laws, including but not limited to labor law covering Equal Employment Opportunity Commission (EEOC), the Equal Pay Act (EPA), and Americans with Disabilities (ADA) is a plus.
At least six (6) years of prior direct recruitment manager experience is required, including at least four (4) years of direct management and supervisory, which should include extensive knowledge and in-depth understanding in Recruitment processes and policies, but not limited to the following: employment law and regulatory compliance, risk management, classification and compensation, job analysis, job evaluation, talent acquisition and retention, employment services, development of and application of policies and procedures, management and audit of HRIS/applicant tracking systems and records, and employee relations engagement and communications.
Proven ability to align Recruitment strategies with organizational goals and drill down to creating and/or developing team and individual performance goals.
Deep understanding of the principles and functionalities of a HRIS system, including the ability to analyze data, manage system configurations, implement new features and leverage the system to optimize Recruitment processes.
Excellent business judgment and willingness to learn new practice areas.
Unquestionable personal integrity, fairness, and credibility, and the ability to gain the trust of employees at all levels.
Utilize demonstrated good judgment, sensitivity, and high discretion in the handling of confidential information and consulting employees and management.
History of proven, measurable results for managing growth and aligning recruitment processes and tools to support designed business priorities with the ability to provide thoughtful, progressive and strategic guidance.
Demonstrated success in a Recruitment leadership role, with a proven ability to lead transformative Recruitment initiatives that align with organizational goals in fast paced, growth-oriented environment.
Expertise in strategic talent initiatives and talent optimization.
Expertise in analysis, critical decision making, project management, and process improvement.
Demonstrated ability to understand and work with analytical tools, reports and technology.
Must be highly detail oriented with excellent evaluative and mathematical skills.
High level of experience and comfort working within, or the absence of, an HRIS/applicant tracking system.
High level of computer proficiency in MS Office: Outlook [email system] Word, Excel [with advanced level knowledge], PowerPoint, Adobe, internet navigation, and the ability to learn new technologies and databases.
Communicate effectively and establish trustworthiness throughout the organization with Senior Management, department heads, colleagues, and stakeholders as an effective developer of solutions to business compliance challenges and potential risks.
Ability to act as liaison among a range of internal customers, manage with influence by demonstrating strong communication, relationship management, organizational and analytical skills.
Equal ability to work independently or as part of a multi-functional team in reviewing business and contractual requirements output and adherence to company policy and regulatory directives.
Highly ethically motivated and results-oriented, proven creative problem solver with positive respectful proactiveness.
Strong interpersonal, management, supervisory, and leadership skills with an excellent change management approach.
Excellent time and project management with strong follow-up skills, with the ability to prioritize and manage multiple tasks assigned efficiently.
Superior written and oral communication, organizational, and presentation skills.
Ability to work in a dynamic, rapidly changing environment, adapting to multiple and shifting required priorities and collaborating with a wide range of colleagues to deliver expected results.
Must have incredible initiative, the ability to work well under pressure, and the ability to be flexible and work both independently and as part of a team to complete complex projects in a fast-paced environment.
Must be adept and comfortable with crisis management.
Demonstrated ability to exercise critical thinking, analytical and problem-solving skills as well as resourcefulness.
Bachelor’s degree in human resources management, business management, or related field is required.

Nice To Haves

Knowledge of relevant employment and hiring laws, including but not limited to labor law covering Equal Employment Opportunity Commission (EEOC), the Equal Pay Act (EPA), and Americans with Disabilities (ADA) is a plus.
Master’s degree is strongly preferred.
Professional certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is a plus.

Responsibilities

Manage full cycle recruiting process for a variety of governmental agency budgeted and organizational staffing needs, which include positions from line staff up to leadership level.
Manage sourcing, soliciting feedback from hiring managers, providing ongoing updates during the recruitment process to stakeholders, communicating status to candidates, coordinating offers, background checks and onboarding.
Responsible for keeping applicant tracking system/tool up to date, and compliant with all state and federal laws.
Maintain consistent and regular updates to the Human Resources Team abreast of new hires, job titles, start dates and the satisfactory return of background checks to ensure start dates are accurate.
Create, enhance, and implement an efficient recruitment process with recruiting tools and resources that are data-driven and sets best practices.
Responsible for clean and reportable data to support Human Resources and organizational metrics reporting.
Utilize a metric driven approach and best practices to recruitment performance, initiatives, and training.
Develop regular feedback mechanisms to track candidate experience and interview team and review feedback with stakeholders on next steps.
Implement and maintain hiring policies and processes that encourage excitement and drive to source great and unique talent.
Being proactive in drawing candidates’ initial interest, then create, and rely on, strong interviewing skills and good judgment to identify an ideal match.
Employ strategies that will find candidates who will fit the organization’s culture of respect, professionalism, collaboration, long-term committed, and honesty.
Implement and maintain hiring policies and processes that encourage excitement and drive to source great and unique talent.
Ensure consistent interpretation and administration of organizational recruitment procedures to avoid miscommunication and process breakdowns.
Provide advisement, and training where necessary, to managers and supervisors on productive, efficient, and legally acceptable interviewing techniques to minimize the risk of claims of unfair hiring practices.
Assist with the OnBoarding process to ensure new hires are prepared ready to start.
Continually evaluate the structure of the Recruitment Team to optimize for eﬃciency and eﬀectiveness and to support the organization’s growth.
Exhibit extensive knowledge of recruitment policies and procedures & Federal, State, and local laws regarding employment practices.
Ensure compliance with local, state, and federal laws regarding employment practices, organizational policies and procedures as it relates to hiring practices and processes, and records retention.
Evaluate, develop, and revise job descriptions and other relevant recruitment and human resources documents.
Conduct recruitment audits periodically, but quarterly at a minimum.
Collaborate with HR team members on compliance audits, special projects and initiatives when needed.
Maintain an environment of positive employee relations by maintaining confidentiality, establishing trust and credibility, being approachable and fair, balancing business needs with employee needs, and spending significant time interfacing directly with employees and managers.
Irrespective of responsibility, serve as backup support where needed to meet business demands and needs.
Contributes to the overall success of the organization by performing all other duties and responsibilities as assigned by supervisor or designee and being able to pivot with ever-changing priorities and newly added job-related responsibilities that arise based on business changes, needs, and demands.
Supervise, manage, and direct all aspects of recruitment.
Develop and implement effective recruitment strategies to attract and retain top talent across the organization.
Communicate a vision and strategy for the Recruitment team, as well as the team and personal goals to drive successful execution of that vision and strategy.
Manage and mentor the team to achieve ambitious results and create a high standard of accountability.
Support team members’ learning, development, and career growth.
Build a team culture of accountability, optimism, excellence, transparency, and adaptability in a rapidly changing environment. Promote diversity and inclusion. Champion initiatives to ensure a diverse and inclusive hiring process that supports the organization’s commitment to equity.