Talent Acquisition Specialist - Broomfield, Colorado

MERITRUST CREDIT UNION•Broomfield, CO

24d•$67,429 - $84,287

About The Position

The primary function of a Talent Acquisition Specialist is to manage the end-to-end process of identifying, attracting, evaluating, and hiring top talent for an organization. This role involves collaborating with hiring managers and department heads to understand their staffing needs, developing effective recruitment strategies, and executing plans to bring in qualified candidates. Key responsibilities include: ESSENTIAL FUNCTIONS: Develop comprehensive recruitment strategies that align with the credit union's business objectives and growth plans. Collaborate closely with department heads and hiring managers to understand the specific needs of each department, ensuring that recruitment efforts support both short-term staffing goals and long-term workforce planning. Stay informed about industry trends, competitive landscape, and best practices in talent acquisition, adjusting strategies accordingly to maintain a competitive edge in attracting top talent. Employ a multi-faceted approach to source high-quality candidates, utilizing job boards, social media platforms, professional networking events, and industry-specific forums. Conduct initial screenings and assessments, evaluating candidates for skills, experience, and cultural fit. Leverage behavioral and competency-based interview techniques to gain a deeper understanding of candidates' qualifications and potential contributions to the credit union. Lead the hiring process for branches, contact center, ITM, and virtual branch roles by evaluating candidates and making final selection decisions. Develop candidate personas and maintain a deep understanding of role requirements to ensure alignment with organizational needs. Act as the main point of contact for candidates, ensuring a positive and seamless experience throughout the recruitment process. Provide timely and constructive feedback to candidates, keeping them informed about the status of their application and maintaining a transparent and respectful communication process. Continuously assess and improve the candidate experience, seeking feedback from candidates and internal stakeholders to enhance the overall recruitment process. Develop and maintain a robust talent pipeline for key positions, proactively identifying and engaging with potential candidates to create a pool of qualified individuals for current and future needs. Collaborate with hiring managers to anticipate future staffing needs and create talent acquisition strategies that align with the credit union's growth objectives. Contribute to the development and enhancement of the credit union's employer brand, showcasing its unique culture, values, and commitment to employee development. Develop compelling recruitment marketing materials, including job descriptions, employee testimonials, and other content, to attract top talent. Actively engage in employer branding initiatives, such as participating in industry events, career fairs, and community outreach programs to raise awareness of the credit union as an employer of choice. Establish strong collaborative relationships with hiring managers, HR colleagues, and other key stakeholders to ensure a unified approach to talent acquisition. Regularly communicate with department heads to understand workforce planning and staffing requirements, adjusting recruitment strategies accordingly. Generate and analyze recruitment metrics and KPIs to assess the effectiveness of talent acquisition efforts, providing regular reports to leadership and making data-driven recommendations for process improvements.

Requirements

Bachelor’s degree in human resources, Business Administration or related field (or equivalent experience).
Understanding of employment laws and regulations.
Knowledge of recruitment best practices and sourcing techniques.
Familiarity with HR processes and workforce planning.
Awareness of industry trends and competitive talent markets.
Minimum 2-4 years of experience in talent acquisition or recruiting.
Communication Skills: Ability to clearly convey information, build rapport with candidates and hiring managers, and maintain professional, persuasive dialogue throughout the recruitment process.
Relationship-Building Skills: Skilled in developing and maintaining strong partnerships with internal stakeholders and external talent networks to support long-term hiring success.
Interviewing Skills: Ability to conduct structured, competency-based interviews that accurately assess qualifications, cultural fit, and potential for success while ensuring a positive candidate experience.
Negotiation Skills: Expertise in managing offer discussions, balancing organizational objectives with candidate expectations, and achieving mutually beneficial agreements that promote retention.
Analytical Skills: Ability to analyze recruitment data, identify key performance drivers, and apply insights to optimize sourcing strategies and hiring processes.
Technology Proficiency: Comfortable using applicant tracking systems (ATS), HRIS platforms, and digital sourcing tools; proficient in Microsoft Office Suite.

Nice To Haves

PHR or SHRM-CP certification preferred
Knowledge of credit union operations and regulatory requirements is a plus.
Prior experience in recruiting for the financial industry a plus.
Experience with ATS and HRIS systems preferred.

Responsibilities

Develop comprehensive recruitment strategies that align with the credit union's business objectives and growth plans.
Collaborate closely with department heads and hiring managers to understand the specific needs of each department, ensuring that recruitment efforts support both short-term staffing goals and long-term workforce planning.
Stay informed about industry trends, competitive landscape, and best practices in talent acquisition, adjusting strategies accordingly to maintain a competitive edge in attracting top talent.
Employ a multi-faceted approach to source high-quality candidates, utilizing job boards, social media platforms, professional networking events, and industry-specific forums.
Conduct initial screenings and assessments, evaluating candidates for skills, experience, and cultural fit.
Leverage behavioral and competency-based interview techniques to gain a deeper understanding of candidates' qualifications and potential contributions to the credit union.
Lead the hiring process for branches, contact center, ITM, and virtual branch roles by evaluating candidates and making final selection decisions.
Develop candidate personas and maintain a deep understanding of role requirements to ensure alignment with organizational needs.
Act as the main point of contact for candidates, ensuring a positive and seamless experience throughout the recruitment process.
Provide timely and constructive feedback to candidates, keeping them informed about the status of their application and maintaining a transparent and respectful communication process.
Continuously assess and improve the candidate experience, seeking feedback from candidates and internal stakeholders to enhance the overall recruitment process.
Develop and maintain a robust talent pipeline for key positions, proactively identifying and engaging with potential candidates to create a pool of qualified individuals for current and future needs.
Collaborate with hiring managers to anticipate future staffing needs and create talent acquisition strategies that align with the credit union's growth objectives.
Contribute to the development and enhancement of the credit union's employer brand, showcasing its unique culture, values, and commitment to employee development.
Develop compelling recruitment marketing materials, including job descriptions, employee testimonials, and other content, to attract top talent.
Actively engage in employer branding initiatives, such as participating in industry events, career fairs, and community outreach programs to raise awareness of the credit union as an employer of choice.
Establish strong collaborative relationships with hiring managers, HR colleagues, and other key stakeholders to ensure a unified approach to talent acquisition.
Regularly communicate with department heads to understand workforce planning and staffing requirements, adjusting recruitment strategies accordingly.
Generate and analyze recruitment metrics and KPIs to assess the effectiveness of talent acquisition efforts, providing regular reports to leadership and making data-driven recommendations for process improvements.