Senior Talen Partner (71305)

JOHNS HOPKINS FEDERAL CREDIT UNION•Baltimore, MD

40d

About The Position

The Sr Talent Partner will be responsible for our talent programs at the Credit Union, spanning from full-cycle recruitment to internship/apprenticeship programs, internal mobility, as well as the project management of our talent initiatives.

Requirements

Bachelor’s degree in Human Resources, Psychology, Organizational Development or similar field.
Three to five years previous experience within human resources, preferably in talent acquisition, or an equivalent combination of education and experience.
Expertise in key HR systems such as applicant tracking system and human resources information systems.
Strong partnership and collaboration with leaders at every level of the organization and across all departments.
Ability to analyze data and make relevant data-enforced decisions and recommendations that move the business forward.
Strong verbal, and written communication skills.
Ability to manage many projects at one time.
Ability to influence others at a high level.

Nice To Haves

PMP certification a plus.

Responsibilities

Responsible for full-cycle recruitment from requisition to onboarding. This process may include but is not limited to, opening new requisitions, sourcing candidates, reviewing applications, setting up interviews, providing feedback or updates, and completing candidate to employee transitions.
Creates talent and recruitment strategies to diversify our talent and represent JHFCU as an employer of choice.
Builds talent strategies for new branch openings and branch expansions to ensure proper staffing and training before opening.
Assesses skill gaps across the organization and designs recruitment strategies for hiring external talent to achieve growth.
Owns and manages key talent relationships such as recruitment/temp agencies, apprenticeship organizations, and contractors.
Responsible for bringing the talent brand to life internally and externally, from the brand language used on job postings and offer letters to the communication about new hires.
Responsible for applicant tracking system optimization, ensuring proper functionality, managing any customizations, and completing reporting and analyzing key talent metrics within the system.
Acts as the key project manager for talent initiatives such as year end performance review process and recruitment.
Leads all new hire orientations for non-Branch employees.
Partners with business leaders at all levels, including C-Suite, on their current and future talent needs, working through organizational structure, roles & responsibilities, soft skill requirements, and business objectives.
Integrates with the business and leaders to understand key business strategies and how those strategies come to life through our talent.
Responsible for maintaining and active and engaged talent pool that keeps the organization future-ready.
Analyzes all talent related metrics to include but not limited to time to fill, engagement at all levels of the talent acquisition funnel/process, diversity and demographic metrics and performance outcomes of our key talent partnerships.
Makes recommendations based on this data that improve our talent programs.
Completes retrospectives and makes recommendations to engage in continuous improvement our our Talent programs and processes.
Designs, implements, and maintains the internship and apprenticeship programs from conception to execution.
Maintains positive university relations with local colleges, universities and HBCUs.
Makes complex and technical changes to our application tracking system as needed.
Responsible for designing, creating, and maintaining the position management process.
Represents the company at networking, recruitment, and relationship building events.
Independently reviews credit checks and background checks, makes informed decisions about candidate risk and manages any adverse action follow up.
Owns the internal mobility process including communicating with internal employees about job opportunities, working with managers on internal interviews, coordinating feedback and assisting with internal transitions.
Responsible for building and executing an inclusive recruitment process, incorporating diverse talent pools and partners.
Creates project plans and project manages People & Culture projects, tracking timelines and progress against business objectives, keeping the team and the projects on time and within budget.
Tracks and measures the success of talent programs across the organization.
Maintains high level of operational knowledge on how our business is run and organized to represent impact and culture to potential candidates.
Remains compliant with applicable laws and regulations, including but not limited to BSA and the USA Patriot Act
Responsible for any additional duties and/or responsibilities as assigned.