Senior Talent Acquisition Recruiter

Port of Seattle•SeaTac, WA

About The Position

As a Senior Talent Acquisition Recruiter, you will provide full-cycle equitable recruiting services, identify diverse talent pools, and ensure a positive candidate experience. You will be responsible for the hiring of Police, Fire, and occasional non-public safety related positions. You will also act as the Civil Service Secretary. You will manage the full cycle recruiting process for the Police and Fire departments, including working with the Port’s public safety testing vendor to obtain candidate lists to be used in conjunction with the civil service process. You will coordinate and facilitate oral boards and assessments for Police and Fire recruitment, ensuring a structured and equitable evaluation process in compliance with legal regulations and policies. You will train panel members on effective interviewing techniques and evaluation criteria for police candidates and mitigate biases. You will act as the Civil Service Secretary, supporting the Civil Service Police Commission, and coordinate with the Port’s Legal Department, including administrative tasks. You will also maintain records and facilitate Civil Service Commission meetings. You will partner with Police and Fire departments to develop and implement strategic recruitment initiatives to attract qualified candidates for police, fire, and occasional non-public safety positions. You will collaborate with the Legal, Labor Relations, Police and Fire departments to address legal and contractual aspects of recruitment and employment practices for represented and civil service positions. You will provide training and mentorship to new team members on Talent Acquisition (TA) and Human Resources (HR) related technology systems, data and metrics, processes, policies, assessment and selection techniques, and consultation skills. You will partner with Police and Fire departments and HR leaders to identify metrics and analytics that support effective decision making by key stakeholders and managers. You will manage and/or participate in HR related projects and initiatives. You will organize and participate in community events, job fairs, and informational sessions to engage potential candidates from disadvantaged communities, foster relationships, and build trust between communities and law enforcement. You will document and continuously improve recruitment processes and strategies, ensuring that all practices reflect Equity, Diversity, and Inclusion (EDI) lens to promote fair access and representation.

Requirements

Experienced – You have five (5) years of full cycle recruiting experience, including recruitment and sourcing of public safety, civil service, and/or represented positions at various levels.
Committed to Equity – You will apply equity and exemplify shared values, behaviors, and practices in all aspects of the work. At the Port of Seattle, equity is a daily responsibility and a foundational expectation for all Port employees.
Expert – You have knowledge of the full-cycle recruiting process, including the interconnectedness to other HR functions and the overall impact on business operations. You have a strong understanding of RCW and civil service regulations as they pertain to police recruitment and familiarity with Fire department hiring practices.
Efficient Communicator – You effectively communicate with staff, candidates, and managers and use active listening skills.
Adaptable – You have a demonstrated ability to study, understand, adapt and respond effectively to a constantly changing environment. You are also readily available to meet unexpected work fluctuations and quickly respond to urgent needs.
Critical-Thinker – You anticipate problems and take pre-emptive corrective action. You also exercise good judgment and critical thinking skills.
Relationship Builder – You possess team building and interpersonal skills. You take an active role to help teams accomplish tasks and goals. You establish and maintain cooperation, understanding, trust, and credibility. You also anticipate and take personal responsibility for customer satisfaction.

Nice To Haves

Desired – We hope you have strong knowledge of law enforcement hiring practices and civil service rules, including job postings, testing, oral boards, background processes, and eligibility list administration.
We hope you also have a Society of Human Resource Management or Professional in Human Resources certification.

Responsibilities

Provide full-cycle equitable recruiting services.
Identify diverse talent pools.
Ensure a positive candidate experience.
Responsible for the hiring of Police, Fire, and occasional non-public safety related positions.
Act as the Civil Service Secretary.
Manage the full cycle recruiting process for the Police and Fire departments.
Coordinate and facilitate oral boards and assessments for Police and Fire recruitment.
Train panel members on effective interviewing techniques and evaluation criteria for police candidates and mitigate biases.
Support the Civil Service Police Commission, and coordinate with the Port’s Legal Department, including administrative tasks.
Maintain records and facilitate Civil Service Commission meetings.
Partner with Police and Fire departments to develop and implement strategic recruitment initiatives.
Collaborate with the Legal, Labor Relations, Police and Fire departments to address legal and contractual aspects of recruitment and employment practices for represented and civil service positions.
Provide training and mentorship to new team members on Talent Acquisition (TA) and Human Resources (HR) related technology systems, data and metrics, processes, policies, assessment and selection techniques, and consultation skills.
Partner with Police and Fire departments and HR leaders to identify metrics and analytics that support effective decision making by key stakeholders and managers.
Manage and/or participate in HR related projects and initiatives.
Organize and participate in community events, job fairs, and informational sessions to engage potential candidates from disadvantaged communities, foster relationships, and build trust between communities and law enforcement.
Document and continuously improve recruitment processes and strategies, ensuring that all practices reflect Equity, Diversity, and Inclusion (EDI) lens to promote fair access and representation.