Talent Acquisition Consultant (Earth and Environment)

WSP•Kennesaw, GA

17h•Hybrid

About The Position

WSP is seeking a Talent Acquisition Consultant to support its Earth and Environment practice. This hybrid role requires consistent in-office presence and will be seated in a United States WSP office. The position provides talent acquisition advisory assistance and support for employees and management, assists senior-level consultants with complex HR candidate sourcing initiatives, and formulates partnerships within assigned areas. It involves providing input to HR Business Partners and centers of excellence, and delivering value-added recruitment services to support business outcomes and future-ready challenges. Responsibilities are to be delivered with a high level of quality, meeting or exceeding standards for responsiveness, implementation, and engagement.

Requirements

Bachelor’s Degree in Human Resource Management, or related discipline (or equivalent experience).
3 to 5 years of relevant post education experience in enterprise-level HR talent sourcing, recruitment, talent acquisition discipline.
Experience in the AEC industry and a strong understanding of engineering and technical positions.
Familiarity with talent pool pipeline development, attraction strategies for passive candidates, job posting and social media engagement, selection interviewing, and respective federal and state employment law.
Demonstrated self-leadership with attention to detail, multi-tasking, and adjusting readily to ambiguity and the changing prioritization of responsibilities in a dynamic work environment.
Ability to work independently with minimal oversight and with strict adherence to WSP HR policy, process, and practices.
Competent with technical writing, office automation, Applicant Tracking Systems, MS Office suite products (e.g., Word, Excel, PowerPoint, SharePoint), technology, spreadsheets, and HR tools.
Ability to work schedules conducive to job-specific requirements that may extend beyond the typical work week.
Strong user of LinkedIn Recruiter.
Occasional travel may be required depending on job-specific requirements.

Nice To Haves

Experience in full cycle recruiting of Buildings Engineering professionals.
Familiarity with Oracle.
AIRS Certification desired or working towards certification with demonstrated understanding of the HR Competencies.

Responsibilities

Communicate HR talent acquisition processes and initiatives, partner with district/functional area management, provide professional HR talent acquisition advice and guidance to managers and employees, and ensure compliance with internal and external regulatory requirements.
Work collaboratively with assigned hiring managers to assist with high volume recruitment needs across various business sectors and disciplines, understanding hiring requirements, preparing and drafting advertisements and job postings for requisitions, reviewing and dispositioning candidates accurately using the Applicant Tracking System (ATS), coordinating interview schedules, and ensuring requisitions are compliantly managed.
Creating a proactive candidate pipeline through various methods including direct applicants, sourcing passive candidates, referrals, and strategically partnering with hiring managers to build talent pools.
Participate in regular meetings with designated line managers and supervisors to provide any insight on upcoming or pending HR candidate sourcing initiatives, providing talent acquisition consultation when necessary.
Use discretion, professional knowledge, and judgment in assisting with any recruitment matters of significance to the firm, such as drafting job postings, hiring requisitions, process administration, job status changes, salary data, and EEO compliance regarding I&D and strategic hiring decisions.
Under limited guidance, participate in business or functional unit workforce planning initiatives of basic level of complexity and scope; analyzing, evaluating, and interpreting data obtained during managerial conversations, and offering input with developing internal/external talent acquisition action plans for resolution.
As appropriate, identify coaching and training needs for hiring managers and/or teams, participating in the evaluation and monitoring of training to ensure developmental objectives are met.
Conversant knowledge of legal requirements related to day-to-day posting, interviewing, and selection of candidates, reducing legal risks, and ensuring policy and regulatory compliance; partnering with the legal department as needed/required.
Assist with the development of end user communication and hiring strategies that fosters the effective adoption of HR talent acquisition deliverables; occasionally dealing with disorganized and challenging hiring managers who want recruitment to be a priority but are often so busy in the business that they can’t make it a priority.
Remain current in the latest passive and active candidate HR talent acquisition techniques, practices, talent pipeline development, employment laws and legal requirements.
Perform additional responsibilities as required by business needs.