Talent Acquisition Director

Mecklenburg County, NC•Charlotte, NC

61d

About The Position

At Mecklenburg County, we believe great people power great communities. We're searching for an innovative Talent Acquisition Director to take our recruitment strategy to the next level - someone experienced in creating enterprise-wide strategies, executive recruitment, talent management, and systems and processes. The position requires a thought leader who has the managerial courage to drive exceptional metrics and impact that deliver value to our hiring partners. The ideal candidate understands that the future of hiring and talent acquisition is evolving and wants to lead us there with vision and purpose. The position is instrumental in helping to build the department in concert with senior leadership, centers of excellence and broader collaboration with our stakeholders. Join our team and help us find, grow, and support the County's most valuable assets, our employees. POSITION SUMMARY The Talent Acquisition Director is responsible for developing and executing Talent Acquisition strategy in sourcing, attracting, and hiring talent for Mecklenburg County. Responsible for measuring and reporting on key staffing performance indicators, creating action plans to increase overall effectiveness, leading the Talent Acquisition processes, and providing input and leadership on the use of staffing technologies and recruiting platforms.

Requirements

At least seven years of professional level experience in Human Resources, with four years focused on Talent Acquisition; five years of supervisory experience
Bachelor's degree in Business Administration, Human Resources, Public Administration, Finance, or a related field.
HR Certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP, CCP, etc.)
Knowledge of Managerial principles
Knowledge of Strategy development principles and procedures
Knowledge of Applicable Federal, State, and local laws, rules, and regulations
Knowledge of Reliability and validity of human resource techniques
Knowledge of Needs assessment principles
Knowledge of Project re-engineering principles and project management practices
Knowledge of Research and statistical techniques and principles
Knowledge of Mediation and conflict resolution principles
Knowledge of Complex human resource program management principles, practices, methods, and procedures
Knowledge of Budgetary principles
Skills in Monitoring and evaluating employees
Skills in Prioritizing and assigning work
Skills in Developing and implementing organizational policies and procedures
Skills in Evaluating human resources programs
Skills in Interpreting and applying applicable laws, rules, and regulations
Skills in Managing change and sensitive topics
Skills in Assessing needs
Skills in Preparing complex documents or statements
Abilities to Build Partnerships: Identify opportunities and take action to build strategic relationships between one's area and other areas, teams, departments, units, or organizations to help achieve business goals
Abilities to Facilitate Change: Encourage others to seek opportunities for different and innovative approaches to addressing problems and opportunities; facilitate the implementation and acceptance of change within the workplace
Abilities to Gain Commitment: Use appropriate interpersonal styles and techniques to gain acceptance of ideas or plans
Abilities to Drive for results: Set high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals
Proficient in various computer applications including Microsoft Office Suite

Nice To Haves

Extensive experience creating and delivering presentations to executives
Skilled at establishing and maintaining relationships with community leaders, including non-profits, colleges and universities, and other specialized groups
Strategy-minded with an ability to create a roadmap, execute, and adjust based on current market trends
Master's degree in Human Resources, Business Administration, or related field
Project Management
Experience with talent acquisition applicant tracking systems or ERP implementations
Experience with compensation, employee relations, succession planning, executive search, performance management

Responsibilities

Improve organizational capabilities through effective execution of the Talent Acquisition strategy
Lead a team of talent acquisition consultants, managers and supervisors to effectively fill open positions while improving overall staffing metrics, collaboration and building partnerships to successfully align our operations
Oversees onboarding and orientation processes to ensure new employees are successfully integrated into the organization and engaged in the pre- onboarding phase
Designing, implementing, and managing an executive recruitment strategy
Partner with hiring managers and HR leaders to analyze organizational headcount requirements and formulate creative and effective sourcing and recruiting strategies
Partner with HRIS to determine and lead the technology strategy for the recruiting and onboarding platform(s); drive greater efficiencies across the organization and ensure downstream value to other platforms (i.e. performance management, internal talent marketplaces)
Ensure talent acquisition implements diverse sourcing strategies to increase the level of diversity hiring across all levels and develop sourcing strategies in tandem to identify hard to fill positions
Design and implement new employee orientation and onboarding to improve the overall candidate experience and ensure retention of new employees
Create, evaluate, and analyze data and metrics to measure the effectiveness of Talent Acquisition
Serve as the subject matter expert for emerging sourcing strategies to increase the speed and efficiency of finding, attracting and hiring top talent. Build these recommendations into a longer-term TA strategy and roadmap
Create value through the contracting and RFP process to evaluate and identify temporary staffing solutions or 3rd party external agencies, including background check vendors and ATS vendor partners.
Oversee the recruitment functions for the organization