Talent Acquisition & Retention Specialist

Borger Residential•Bethesda, MD

2d•$70,000 - $85,000

About The Position

Borger Residential is seeking a full-time Talent Acquisition and Retention Specialist. Borger Residential is a community and industry respected full-service property management company with over 90 years of experience in Washington, DC, Maryland, and Virginia. Originally founded in 1930, Borger Residential currently manages over 9,500 apartments throughout the DC Metro Area, and it continues to grow. Today, we stand proudly under the umbrella of The Donohoe Companies, shaping the future of property management, as Donohoe's sixth operating division.

Requirements

A college degree in Human Resources, Business Administration or related field; or at least 3 years’ experience in staffing, recruiting or HR; or an equivalent combination of experience and education.
To succeed in this role, you should be enthusiastic, self-motivated, organized, attentive to detail, able to prioritize multiple competing demands, and have a work-hard mentality and strong service orientation.
Excellent communication skills are critical. You should be diplomatic, professional, approachable, and able to maintain confidentiality.
Microsoft Office proficiency.

Nice To Haves

UKG/Ultipro and iCIMS experience a plus.
Residential multifamily property management or relevant experience a plus.
Proficiency in Spanish is a major plus.

Responsibilities

Perform full cycle recruiting, including sourcing, screening, interviewing, selecting, and hiring for residential multifamily property management site and corporate positions (hourly and salaried).
Ensure that the recruiting process is compliant with local and federal laws
Develop and post engaging position descriptions on a variety of job boards, industry-specific sites, university websites, and other venues.
Source candidates through a variety of methods, including job fairs, hiring events, networking, and educational partnerships.
Build and maintain talent pipelines through community outreach, professional networking, educational partnerships, and other recruitment initiatives to support current and future hiring needs.
Train hiring managers on interviewing techniques and best hiring practices.
Manage and coordinate all communication with candidates as well as the scheduling and logistics of all interviews for corporate level positions, ensuring a positive candidate experience throughout the recruitment process.
Draft and email offer letters. Upon acceptance of an offer, handle background checks and the electronic onboarding process.
Develop and coordinate job shadow experiences, educational property tours, and the annual summer youth internship program.
Develop and maintain strong relationships with operational leaders, external professional organizations, colleges and universities, and industry contacts to identify qualified talent, while serving as a brand ambassador by representing the company’s culture, values, and employment opportunities at recruiting events, networking opportunities, and candidate interactions.
Report on key recruiting and retention metrics to leadership, including the weekly recruitment dashboard, and recommend process improvements based on trends and data.
Promote and administer the employee referral program.
Coordinate the onboarding process by providing all necessary paperwork, setting up new hires in the LMS to facilitate access to required onboarding training, planning and coordinating the two-day corporate onboarding experience and initial training schedules, and assisting with delivering new hire orientation.
Coordinate new hire communications and welcome initiatives, including internal announcements and new hire spotlights, to enhance the onboarding experience.
Assist with retention efforts, including conducting stay interviews, exit interviews, new hire check-ins (e.g., 30-, 60-, and 90-day check-ins), and Borger Residential University training and development program to support employee engagement and retention.
Coordinate and support employee engagement and retention initiatives to enhance the employee experience and reduce turnover.
Track exit interview data, share findings with leadership and assist in developing strategies to address identified trends.
Collaborate with talent acquisition specialists in other company divisions.
Perform other related duties and participate in special projects as assigned.