Talent Management Specialist - Human Resources

The New York Foundling•New York, NY

About The Position

The Talent Management Specialist plays a pivotal role in fostering a culture of growth and excellence at The New York Foundling. The role designs and implements strategies to identify, develop, and retain talent, aligning talent management initiatives with organizational objectives. It focuses on improving talent acquisition efficiency through data-driven recruitment, pipeline development, performance analysis, targeted sourcing, inclusive outreach, and coordination with program and HR stakeholders. The specialist also collaborates with the onboarding team during the clearance process to reduce time-to-hire and improve the candidate experience.

Requirements

Bachelor’s degree required; the degree must be from a U.S.-accredited educational institution, or a credential evaluation must be provided for a non-U.S. educational institution.
At least 2 years of talent management experience, social media strategy, and employer branding.
Strong knowledge of SEO, paid job boards, social media engagement, and analytics tools.
Experience in DEI-focused talent acquisition and community outreach.
iCIMS expertise, including optimizing ATS platforms, generating reports, and training users.
Ability to analyze talent acquisition data and optimize strategies based on insights.

Responsibilities

Implement data-driven recruitment strategies to identify and attract talent efficiently.
Build and maintain a talent pipeline for current and future staffing needs.
Track and analyze recruitment campaign performance, adjusting strategies to improve reach and candidate conversion.
Provide management with key talent acquisition metrics, including turnover, vacancy rate, and sourcing, to inform talent management decisions.
Explore innovative sourcing avenues to reduce time-to-fill.
Use targeted sourcing techniques to fill critical, niche, and difficult-to-fill roles.
Develop outreach programs with diverse community organizations, universities, and industry groups.
Partner with stakeholders to implement inclusive recruitment strategies that attract underrepresented talent.
Ensure digital recruitment content and marketing materials promote a culture of inclusion.
Partner with programs to understand current and future agency needs and proactively identify talent management strategies.
Gather and analyze talent management barriers and challenges.
Work with other HR team members to identify compensation, turnover, or program changes that may require adjustments to talent management strategies.
Adjust staffing plans as appropriate.
Collaborate with the onboarding team during the clearance process to reduce time-to-hire and improve the candidate experience.