Sr Talent Acquisition Partner

PowerSecure•Durham, NC

3d•Hybrid

About The Position

Job Summary: The Sr. Talent Acquisition Partner proactively provides consultative talent acquisition services which include: Establishing effective work relationships with internal (e.g., HRBPs (Human Resources Business Partner), hiring managers, and leaders) and external partners (e.g., staffing/agency partners, social media platform vendors, networking partners). Implementing talent acquisition program initiatives in support of PowerSecure’s organizational talent acquisition goals and objectives. In conjunction with the VP of Human Resources and their assigned organization(s), Sr. Talent Acquisition Partner is responsible for implementing talent acquisition programs, tools, systems, brand identity, and processes that drive a sustainable pipeline of qualified talent.

Requirements

Bachelor’s degree in human resources, business, communications, or other pertinent discipline is preferred; a combination of relevant experience and education may be considered in lieu of a degree.
7 years of experience in high volume and technical recruitment required.
Utilization with applicant tracking system, UKG a plus.
Possesses a high level of proficiency using multiple prospecting, and lead generation techniques to intentionally capture a specific skillset.
Strong customer focus and effective use of a consultative approach with internal clients.
Ability to work autonomously and prioritize in a fast-paced, ever-changing environment.

Responsibilities

Ability to execute effective and compliant recruiting strategies such as candidate management, and inclusive sourcing.
Executes talent strategies based on deep understanding of business needs aligned with understanding of the candidate marketplace (both internal and external)
Manages candidate expectations and engage talent throughout the hiring process
Ability to generate a high volume and high-quality candidate pipeline under very tight timelines.
Communicates appropriately, proactively, and consistently with Hiring Managers, HR Business Partners, other HR teammates, across departments, external contacts, and candidates to ensure a positive partner and candidate experience.
Manages relationships with retained search/ firms or agency partners.
Manages the end-to-end recruitment process, including identifying selection criteria, sourcing and screening applicants, and interviewing candidates in conjunction with the hiring manager.
Utilizes UKG (applicant tracking system) to post positions, manage candidates, develop reports, and maintain all recruitment data.
Implements best practices to attract and recruit diverse talent including use of technology, social media, community outreach, military, educational, professional organizations, referral networks and outplacement agencies.
Tracks, measures, and manages sourcing channels for assigned requisition load to provide workforce planning data to assigned organization(s) and VP, HR
Ensures compliance and reporting for all federal and state specific hiring practices.
Recommends process improvement opportunities based on experiences with assigned internal business units. (e.g., what works and what does not work)
Communicates with interview panels to ensure preparedness during the interview process and partners with hiring managers to identify competency questions for interview consistency and quality.
Provide training and coaching to hiring managers about the comprehensive recruiting process—helping to instill a culture of hiring.