Talent Acquisition Coordinator

Cal Poly Pomona•Pomona, CA

12d•$4,799 - $6,992•Onsite

About The Position

Talent Acquisition (TA) oversees the full-cycle recruitment process for all state-side staff and management positions. We believe that the success of our campus community depends on attracting qualified talent from different backgrounds and experiences. TA collaborates with hiring departments to employ targeted recruiting strategies that go beyond traditional methods, leveraging a variety of sourcing methods both in the community and nationwide. Talent Acquisition also supports new employee onboarding programs, helping new employees transition smoothly into their roles. The team is committed to building strong talent pipelines and delivering a high-quality experience for both hiring managers and candidates throughout the recruitment process.

Requirements

Equivalent to a bachelor’s degree in a related field. Relevant education and/or experience which demonstrates acquired and successfully applied knowledge and abilities shown above may be substituted for the required education on a year-for-year basis.
General knowledge of human resources, benefits administration, recruitment, and/or another human resources discipline.
Skill in following guidelines and providing input and feedback as required and applicable to regulatory compliance.
Strong attention to detail and accuracy.
Strong communication and interpersonal skills to effectively present information in a diverse environment.
Ability to work independently and as part of a team and build relationships with diverse stakeholders.
Ability to maintain confidentiality and appropriately handle sensitive information.
Flexibility to adapt to changing priorities and deadlines.
Organizational skills to plan, organize, and prioritize work.
Analytical skills to collect, analyze, and summarize human resources data and metrics.
Computer skills to appropriately use technology and relevant software packages as required.

Nice To Haves

Prior experience in a high-volume environment where accuracy and deadline management were critical.
Experience in human resources, recruiting, or talent acquisition support, such as coordinating interview logistics, managing requisitions or applicant tracking systems, or supporting onboarding processes.
Experience identifying and implementing improvements to existing administrative processes or workflows to increase efficiency or accuracy.
Experience maintaining organized, audit-ready documentation and records in a compliance-driven environment, with strong attention to detail and follow-through.
Excellent communication and presentation skills.

Responsibilities

Perform recruitment compliance tasks, including but not limited to CSU employee reference checks, Ed Code verifications, Retired Annuitant recruitment reviews, and other pre-hire compliance requirements.
Review recruitment documentation at the appropriate stage to ensure accurate and audit-ready search files in PageUp and associated HR systems.
Identify and escalate compliance issues, discrepancies, or policy questions to the appropriate Talent Acquisition Specialist and Talent Acquisition Manager in a timely manner.
Stay current on relevant CSU policy, collective bargaining agreement requirements, and applicable employment law as they relate to recruitment compliance.
Serve an administrative support role for MPP III and MPP IV recruitments when a dedicated administrative support is not assigned.
Coordinate search committee logistics, manage candidate communications and scheduling, prepare and distribute interview materials, collect evaluation documentation, and support all search phases through close.
Develop and maintain resources and training materials for other administrative support staff assigned to executive searches, including process guides, checklists, and tools aligned with CPP's executive search model.
Provide guidance and on-the-job support to administrative supports on best practices for executive search coordination, compliance, and search committee protocols.
Oversee full-cycle recruitment efforts for routine and entry-level recruitments, from posting to onboarding.
Support the TA team with job postings, outreach, application screening, and phone interviews on an as-needed basis.
Represent CPP at outreach and recruitment events as needed, including job fairs and community or campus recruitment activities.
Serve as a backup to Talent Acquisition Specialists during periods of high volume or staff absence.
Partner with the TA Specialist leading the executive search to ensure administrative tasks are completed accurately and on schedule throughout the recruitment lifecycle.
Support the logistics and coordination of New Hire Orientation (NHO) and New Employee Welcome (NEW) events, including: Room setup and teardown for both NHO and NEW sessions.
Print, organize, and manage inventory of onboarding materials; identify and communicate supply needs and purchases to the talent acquisition manager.
Coordinate catering orders and shuttle services for applicable events.
Manage Microsoft Teams chats for new hire cohorts; serve as a point of contact for logistical questions prior to and after orientation.
Pick up and distribute new hire gift bags.
Present designated slides or content segments during orientation sessions.
Communicate with internal stakeholders to coordinate event logistics and resolve day-of issues.
Complete Official Personnel File (OPF) creation and indexing in OnBase, including application materials and offer letter documentation.
Finalize job descriptions for posting in coordination with the TA Specialist, ensuring alignment with classification standards and approved position details.
Maintain and update the Cashiers Spreadsheet and other tracking tools related to onboarding processing.
Support special recruitment projects, reporting, and ad-hoc initiatives as assigned by talent acquisition leadership.
Support continuous improvement efforts by assessing recruitment workflows, identifying inefficiencies, and recommending process enhancements to identify bottlenecks, compliance risks, or candidate experience gaps.

Benefits

The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers.
Part of CSU’s mission is to prepare educated, responsible individuals to contribute to California’s schools, economy, culture, and future.
As an agency of the State of California, the CSU’s business operations almost exclusively reside within California.
The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California.
Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check).
Applicants will be required to disclose whether they have received a final administrative decision or final judicial decision determining that they have committed sexual harassment within the last 7 years only after a determination is made that they meet the minimum qualifications for the position, and before an offer of employment is extended.
Applicants who reach the final stages of the application process must also sign a release form that authorizes the release of information by the applicant’s current and/or former employers to the CSU concerning any substantiated allegations of misconduct.
This position is part of the CSUEU bargaining unit 9.
Cal Poly Pomona hires only individuals lawfully authorized to work in the United States.
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire.
Positions that require driving for university business by using a personal or state vehicle must comply with the Authorized University Driver Policy.
The person holding this position is considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment.
In compliance with state and federal crime awareness and campus security legislation, including the Jeanne Clery Campus Safety Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing.
As a federal contractor, Cal Poly Pomona will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
We provide reasonable accommodations to applicants and employees with disabilities.
Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at [email protected].
Consistent with California law and federal civil rights laws, Cal Poly Pomona provides equal opportunity in employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin.
Our commitment to equal opportunity means ensuring that every employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities.
Cal Poly Pomona complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California’s Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU’s Nondiscrimination Policy.
We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices.
As a federal contractor, Cal Poly Pomona complies with the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and requests priority referral of protected veterans for our job openings.