Talent Acquisition Manager

Universal Pure, LLC•Arlington, TX

About The Position

Manage the recruiting process for the company while creating strategies in recruitment and retention. Sources, screens, and interviews candidates for salaried positions using multiple recruiting tools while considering candidates from both internal and external sources. Ensures recruiting practices comply with EEO and ADA guidelines. Responsible for ensuring the recruitment process is followed at all company locations for hourly and salaried. The position will mentor and develop recruiters at other sites including creating and training teams on new recruiting strategies.

Requirements

Excellent knowledge of recruiting techniques and employment policies and procedures including all applicable EEO and ADA regulations.
Excellent planning, time management, communication, decision making, presentation, organization, and interpersonal skills.
Bachelor’s degree or equivalent work experience
A minimum of 7-10 years of recruiting and employment experience required.
Good knowledge of HR and personnel practices and principles, all applicable labor, pay, benefits, and safety laws and regulations.
Good knowledge of recruiting techniques and employment policies and procedures, including all applicable EEO and ADA regulations.
Excellent planning, time management, communication, decision making, presentation, organization, and interpersonal skills.
Proven work experience as a Recruiting manager or Recruitment Consultant
Hands-on experience with Applicant Tracking Systems and HR databases.
Experience with phone and in person interviews, candidate screening and evaluation.
Familiarity with social media and other professional networks
Strong decision-making skills
PCs, word processing, spreadsheet, and database programs

Nice To Haves

Minimum of 3-5 years of HR Generalist experience preferred.
PHR or SHRMP-CP (preferred but not required)
Ability to travel between locations when needed.
Experience in passive recruiting.
UKG
Recruitee (Talent Application System)
E-Verify
LinkedIn
Indeed
Other recruiting tools

Responsibilities

Sources, screens, and interviews applicants for salaried open position.
Partners with HRBP’s in full cycle recruiting for all salaried positions at Universal Pure.
Ensures appropriate staffing levels, with a focus on improving retention, and increasing the effectiveness of the selection process.
Ensures that recruiters, managers, and employees involved in the hiring process are trained in and knowledgeable of techniques and employment law (EEOC, AAP) guiding the process.
Provides for effective orientation and assimilation of new hires into organization for salaried positions.
Works with recruiters at other locations in mentoring and developing recruiting strategies.
Responsible for recruiting targets for all positions (hourly and salaried) at all locations.
Reviews applications and resumes, and performs reference checks, forwards applicable resumes to appropriate hiring managers.
Works with managers to create interview guides for positions.
Ensure all job descriptions are updated and standardized format.
Trains recruiters on interview guide process and audits process.
Works with managers to create Job descriptions using approval process.
Develops applicant flow for positions:
Places advertisements in appropriate publications
Interacts with employment agencies and search firms.
Maintains job posting system.
Maintains applicant files, appropriate records, and statistics for salaried positions.
Ensures background and drug completed prior to hire date using company guidelines for salaried positions.
Manages the preparation and maintenance of regular and special reports desired by management to assist in the attainment of company objectives.
Manages all job and college fairs.
Develops and presents new hire orientation to salaried employees.
Ensure standardization with new hire orientation for all locations for hourly employees.
Complete annual EEO-1 filing.
Maintain I-9 records for salaried employees.
Conduct annual audit for all locations on I-9 records, job applicant files, and required state and federal postings.
Keep track of recruiting metrics (time-to-hire and cost-per-hire)
Implement new sourcing methods (social recruiting and Boolean searches)
Recommend ways to improve our employer brand.
Coordinate with Plant Managers in forecasting future hiring needs.
Stay up to date on labor legislation and inform recruiters and managers about changes in regulations.
Build the company’s professional network through relationships with HR professionals, colleges, and other partners.
Other duties may be assigned.