Talent Acquisition Manager/Specialist

Make Your Move•Salem, MA

9d•Onsite

About The Position

The Talent Acquisition Manager/Specialist (TA Manager) has a dual role leading the hiring function and is a hands-on recruiter actively sourcing, interviewing and hiring candidates. The TA Manager develops and implements hiring strategies, oversees the recruitment process, assists in the creation of job descriptions, sources candidates through various channels, screens resumes and builds a talent pipeline. The TA Manager also leads and mentors the recruitment team, setting performance expectations and ensuring compliance with labor laws and the company’s regulatory requirements. The TA Manager is responsible for the full recruitment cycle from sourcing and screening candidates through interviewing, selection and hiring. You will partner with executives to forecast hiring needs, build employer branding, proactively source for talent, and manage recruitment tools. The TA Manager must be a proven leader and have the presence, polish, organization and communication skills necessary to cultivate and maintain strong working relationships across the organization and externally with candidates and recruitment partners.

Requirements

6 to 8 years of people management, leading a team and recruiting experience at all organizational levels preferably in financial services or banking industry.
Bachelor's degree.
Demonstrated track record of success and proficiency in candidate sourcing to include success at sourcing hard-to-find candidates.
Must have experience in a fast paced recruiting environment working with demanding professionals.
Proven experience leveraging varying forms of recruitment technology and techniques such as social media, open web sourcing and others to identify and engage talent.
Strong knowledge of Talent Acquisition Systems) and Microsoft Office applications, including Outlook, Word, PowerPoint and Excel.
Strong knowledge of employment law and government regulations as it pertains to hiring/staffing.
Excellent communication skills (with an emphasis on questioning, listening, persuading, writing and presenting) along with interpersonal skills.
Demonstrated strong organization and prioritization skills.
Ability to work independently and with minimum instruction.
Excellent relationship building skills required.
Strong coaching and leadership skills required.
High level of commitment and dedication to finding creative ways to fill open requisitions with high quality talent required.
Valid Driver's License and acceptable driving record.

Responsibilities

Create the company's overall plan for attracting talent and improving the hiring brand.
Establish meaningful metrics to improve the hiring process this may include "time-to-hire", candidate satisfaction, cost-per-hire and source quality.
Manage, oversee and direct the use and strategy of hiring software/applicant tracking system, job boards, and recruitment budgets, use of external recruiters, search firms and contract recruiters.
Work closely with division heads and hiring managers to understand future hiring needs and position requirements to establish proactive sourcing.
Develop a talent pipeline and pool of qualified candidates in advance of need.
Lead the creation of a recruiting and interviewing plan for each open position.
Continuously evaluate the entire hiring process, from the initial contact with a potential candidate to the onboarding process.
Guide and develop direct report(s) by providing direction, coaching and support that drives strong performance and development.
Define team objectives, monitor results against established metrics and deliver regular feedback to reinforce accountability and service quality.
Provide day-to-day leadership for the Talent Acquisition team, including assigning work, prioritizing recruiting activity, removing obstacles and ensuring timely follow-through on hiring commitments.
Foster a collaborative and service-oriented team environment that supports employee engagement, professional growth and accountability.
Conduct regular one-on-one meetings, team meetings and performance discussions to communicate priorities, provide feedback and align individual contributions with departmental and organizational goals.
Actively search for qualified people on LinkedIn, job boards, portfolio sites and professional networks.
Review applicants to evaluate if they met the position requirements, forward qualified applications to hiring managers for review, conduct initial phone interviews to filter candidates.
Coordinate and participate in interviews independently or alongside hiring managers if required.
Negotiate salaries, benefits, and start dates with final candidates.
Network through Industry Contacts, Association Memberships, Trade Groups and Employees.
Attend career fairs for recruiting and company recognition; develop working relationships within colleges, veterans’ agencies, and other agencies to aid in recruiting a diverse workforce.
Demonstrates compliance with banking business laws and regulations as defined in company policies and procedures pertinent to the position.
Regular attendance is essential to this position, in addition to willingness and ability to travel to other Salem Five locations as necessary.