Talent Acquisition Partner

Milliman•Chicago, IL

7d•Onsite

About The Position

The Department The Talent team is based in Chicago and supports the Chicago Life, Financial Risk Management (FRM), Life Technology Solutions (LTS), and Life & Annuity Predictive Analytics (LAPA) practice groups making up approximately 500 colleagues, globally. Most are in the United States, but we also have teams in Toronto, London, New Delhi and Sydney. We interface with corporate and in-country HR support, as needed, through Milliman’s Global Corporate Services (GCS) team. The Role The Talent Acquisition Partner reports to the Head of Talent for our group of practices and supports our recruiting, employer brand, and internship program. You will spend time in the following key domain areas (percentages are estimates and will vary from time to time with our business needs): Experienced Hire Recruiting – early, mid, and senior roles across all professional groups (40%) Campus Recruiting – intern and new graduate hiring and intern program operation (40%) Engagement – support an exceptional pre-onboarding, onboarding, and early employment experience, especially for our interns 10%) Learning & Development – Support learning for our hiring managers, interviewers, campus recruiting, and others engaged in our recruiting efforts. (5%) Projects – related projects and initiatives, as interest and/or bandwidth allow (5%) We have established a strong recruiting process to attract, hire and retain exceptional talent to contribute to the effective operation and growth of our business. The Talent Acquisition Partner plays a key role in this process, and an especially key role in operation of our intern pipeline and intern program.

Requirements

Bachelor’s degree in Human Resources, Business, or a related program of study.
Minimum of five years’ work experience in a recruiting role (professional services and technology recruiting is strongly preferred).
Experience with campus recruiting.
Experience using LinkedIn Recruiter for sourcing.
Proficient with Microsoft Office Suite (Excel, PowerPoint, Word, Outlook), videoconferencing tools, and file sharing.
Sound judgement to handle recruiting matters and act as a Subject Matter Expert (SME) in this space.
Eagerness to collaborate but with the ability to also work independently.
Strong relationship building skills and the ability to communicate well with your key work partners.
The ability to prioritize work and focus on personal productivity.
Both the ability and willingness to clearly articulate your ideas.
Proven ability to work in a fast-paced environment where the client is always first
Willing to be “hands on” in all aspects of our team’s work.
Attention to detail
Flexibility and adaptability
Business and recruiting acumen
Communication
Emotional intelligence
Problem-solving
Self-confidence

Nice To Haves

SHRM (or other HR) certification is a plus, but not required.
Insurance and/or financial services industry experience is desired, as is technology organization experience; professional services experience is strongly desired.

Responsibilities

Lead campus recruiting and our hiring efforts to bring in approximately 50 interns/year.
Create customized sourcing strategies for early career talent needs for different professional groups within our business.
Participate in screening, interviewing and selecting candidates to hire.
Evaluate the ROI of our university relationships.
Build and nurture relationships with key university contacts to strengthen campus recruitment strategies.
Partner with those universities and our colleagues on the scheduling, planning, and logistics of campus visits.
Bring the Milliman brand to campuses, continuing and building on our reputation of being a great place to learn and grow.
Work with the People Team and our managers/leaders to develop and lead a successful internship program that brings best in class talent to our new graduate hiring pipeline.
Be the key point of contact for our interns prior to, and during, their work term with us.
Conduct screening interviews to decide who moves forward into an interview process.
Directly source candidates using LinkedIn Recruiter. This will save agency fees.
Support managers and hiring teams filling experienced talent roles.
Share your talent acquisition expertise to deliver a great experience to both our managers and our candidates.
Create customized sourcing strategies for experienced hire talent needs for different professional groups within our business.
Be the primary point of contact, and partner with, our agency recruiting partners.
Continuously seek to make our programs better.
Bring your own ideas, be innovative, and challenge our thinking as we work to improve.
Focus on strategic talent sourcing and hiring to meet our business needs.
Take a consultative approach to working with our leaders and colleagues.
Proactively identify issues/risks, recommend solutions, implement solutions, and continuously seek to overcome hurdles to drive results.
Work collaboratively with HR and hiring managers to remove barriers for qualified candidates to be hired into our organization.
Support a culture of inclusion and belonging for all candidates and colleagues.
Seek your own continuous learning opportunities from both within the firm and externally.
Take ownership of your work and core functional area.
Become our subject matter expert on all things related to hiring the best talent.
Seek opportunities to be proactive in planning your work, finding solutions, and innovating to create new value add programs/processes.
Act as a trusted thought partner to hiring managers and practice leaders.
Exercise good judgment as you conduct your work.
Actively seek to improve our sourcing and hiring process to remove barriers for qualified candidates to be considered and hired, without bias impeding the best hiring decisions.
Own relationships with recruiting agencies and our strategy in how we utilize these relationships.
Manage contracts, be the primary point of contact, resolve issues and engage our agency partners to maximize the effectiveness of our partnership.
Own our sourcing strategy to align to our business needs and core values.
Source candidates to reduce our need to pay agency fees to find the great talent we need.

Benefits

Medical, Dental and Vision – Coverage for employees, dependents, and domestic partners.
Employee Assistance Program (EAP) – Confidential support for personal and work-related challenges.
401(k) Plan – Includes a company matching program and profit-sharing contributions.
Discretionary Bonus Program – Recognizing employee contributions.
Flexible Spending Accounts (FSA) – Pre-tax savings for dependent care, transportation, and eligible medical expenses.
Paid Time Off (PTO) – Begins accruing on the first day of work. Full-time employees accrue 15 days per year, and employees working less than full-time accrue PTO on a prorated basis.
Holidays – A minimum of 10 paid holidays per year.
Family Building Benefits – Includes adoption and fertility assistance.
Paid Parental Leave – Up to 12 weeks of paid leave for employees who meet eligibility criteria.
Life Insurance & AD&D – 100% of premiums covered by Milliman.
Short-Term and Long-Term Disability – Fully paid by Milliman.