29 days old

Talent Acquisition Specialist

Herndon, Virginia 20171
  • Job Code
    19-0095
  • Job Type
    Employee
  • Job Status
    Full Time

 

Are you a positive, open-minded, service driven talent professional who is passionate about people, the thrill of recruiting, has a good sense of humor and drive for results, and loves keeping busy?  As the Specialist II, Human Resources (Talent Acquisition) for the Clearinghouse you will play a lead role in all activities related to the full life-cycle recruiting process for all types of positions to ensure the Clearinghouse has the right people in the right roles now and in the future while complying with all applicable standards, laws, regulations, and federal contractor compliance obligations.  In this role you will fill the Clearinghouse’s talent pipeline with qualified candidates from a variety of diverse sources, partner with hiring managers and the HR team to ensure a smooth sourcing, hiring and onboarding process for new hires. In addition, you will be key in managing our great relationship with preferred staffing agencies, and responsible for driving effective outreach, talent branding efforts, and coordinating contract renewals for consultants.  In this dynamic role, you’ll report to the Senior Manager, HR and while the focus of the position is talent acquisition, you may also provide daily support to the Human Resources team for various initiatives.  

If the above job duties and working in a team that values honesty, trust, approachability, intellectual curiosity, perfectly package with a sense of humor brings a smile to your face, then this is the role for you.

How You Contribute:

  • Manages all openings and candidates.
    • Leads intake meetings with hiring managers.
    • Creates and publishes requisitions on required and social media sites (e.g., LinkedIn), creates and posts job advertisements that are compelling, accurate, compliant, and positioned for maximum effectiveness, and saves artifacts for compliance purposes.  
    • Manages all requisitions and applications. Ensures candidates move through the pipeline in a timely manner and follows up with hiring managers to ensure Service Level Agreements (SLAs) are met.
    • Screens applications/resumes, coordinates interviews (phone, video, and in-person), greets candidates, coordinates the candidate feedback process, and communicates updates to candidates, agencies, and hiring managers. 
    • Follows established procedures to ensure candidate data is accurately and compliantly captured through the appropriate systems.
    • Ensures every candidate has a final objective status and closes requisitions once filled.
    • Works with preferred agencies to fill positions and screens submissions.
  • Sources candidates:
    • Develops creative approaches to identifying, attracting, and engaging high quality and diverse candidates; Researches and recommends new sources for active and passive candidate recruiting.
    • Creates and manages a pipeline of qualified candidates for frequently hired roles.
    • Proactively searches for candidates and focuses on hard-to-fill and priority roles.
    • Demonstrates a wide degree of creativity, provides near and long-term recruiting and sourcing strategies and adapts to new recruiting technologies and online tools.
    • Evaluates and suggests new sourcing methodologies and tools that help to identify, cultivate, and grow target candidate pools of top talent.
  • Ensures compliance:
    • Stays abreast of and ensures compliance with applicable federal, state and industry laws, regulations and guidelines.
    • Performs outreach for OFCCP compliance. Helps find and maintain partnerships with local agencies and events to help recruit/hire individuals with disabilities and protected Veterans. 
  • Coordinates the job offer and onboarding process. This includes the offer approval process, extending the offer, coordinating the background check and sending required forms/policies, and entering data into various HR systems.
  • Analyzes talent market trends, provides talent insights, and recommends solutions to fill our openings. Conducts compliance-based reporting and produces reports for management and the team.
  • Coordinates the contract renewal and termination process for consultants and independent contractors and renewals of certificate of insurance for Workers Compensation from agencies.
  • Assists in planning and participating at career fairs and outreach events, and helps with internal HR events (e.g., learning events, wellness fairs).   
  • As needed, serves as a backup for various department functions/tasks. 
  • Demonstrate NSC’s competencies, which align with our corporate values. Manager will provide more detail to candidate as needed.
    • Core Competencies include: Customer Focus, Optimizes Work Processes, Collaborates, Communicates Effectively, and Be Open and Authentic

Position may be required to perform other duties as required.

These essential functions are representative of those that must be met by an employee to successfully perform the job. Reasonable accommodations will be made to enable individuals with disabilities to perform these essential functions.


Requirements

What You Bring to the Table:

  • Bachelor’s degree and 3-5 years of directly related experience as listed below or progressive Human Resources experience. An equivalent combination of education and experience, including through military service will also be considered.
    • Thorough understanding of all aspects of full lifecycle recruiting.
    • Experience working with an application tracking system. Experience with UltiPro Recruitment/Recruiting is highly preferred.
    • Demonstrated experience and enthusiasm in providing outstanding customer service, having a can-do attitude, working in a team-oriented environment, and working with people from all levels of the organization. 
    • Ability to screen for all types of positions and experience levels from entry-level, professional, technical, and management.
    • Ability to effectively use various sourcing tools, social media sites, and/or agencies to find and attract candidates.
    • Knowledge of federal and state employment laws and Equal Employment Opportunity and OFCCP requirements. 
  • Strong:
    • Judgement and demonstrated ability to make ethical decisions.
    • Attention to detail, analytical and problem-solving skills, ability to analyze data, understand trends, and develop recommendations based on the analysis.
    • Planning and organizational skills; sense of urgency, ability to create a sense of urgency in others, and the ability to thrive under pressure.
  • Personable, professional, a positive attitude with high emotional intelligence, and intellectual intelligence.
  • Exceptional organization, communication, and active listening skills and work ethic coupled with a sense of humor and a drive for results. 
  • Demonstrated ability to:
    • Work independently with minimal supervision and perform in a leadership role.
    • Effectively work, collaborate, and influence with all levels of staff, and work on a team and across organizational boundaries.
    • Effectively manage multiple requisitions and projects and prioritize and work on multiple requisitions/projects simultaneously to meet tight deadlines.
    • Have the composure and confidentiality required to handle sensitive HR issues related to employee relations and employment applications/offers.
  • Proficiency with Microsoft Office suite, specifically Outlook with strong calendar management and scheduling ability.
  • Live within a commutable distance of Herndon, VA.

Desired:

  • Experience with: 
    • Working in HR for a Federal Contractor, a non-profit organization, and/or a small HR team. 
    • Microsoft SharePoint, Prezi, and Adobe Acrobat.  
    • E-signature solutions (e.g., Docusign). 
    • Video interviewing platform (Sparkhire, Cisco WebEx/Teams, etc.). 
    • Sourcing tools like LinkedIn Recruiter and CareerBuilder.
    • Background screening solutions.
  • Knowledge of the Clearinghouse and its services. 
  • HR generalist background.
  • Experience delivering and facilitating training, and comfortable speaking and presenting in front of groups.
  • Proven experience conducting new hire onboarding. 

Physical Demands:

  • Use of a computer terminal and/or laptop computer for 8 or more hours a day. 
  • Use of a copy machine and telephone. 
  • Frequently required to sit for 8 or more hours per day in close proximity to others in an open office environment. 
  • Occasionally required to use hands and fingers to operate, handle, and reach.  
  • Vision abilities include close vision and the ability to adjust focus.  
  • Regular and predictable attendance in the Herndon, VA office is an essential function of this job. 
  • Occasionally lift and/or move up to 10 pounds. 
  • Must be flexible to work after business hours when necessary.
  • Must be flexible to do out-of-town assignments and travel via car, train, and/or airplane when needed (up to 5%).
 
  • NSC strives to hire, promote, and retain the best qualified individuals for our employment opportunities. Our policies are intended to provide equal employment opportunity for all employees and job applicants without regard to race, color, religion, gender, gender identity, sexual orientation, age, disability, national origin, protected veteran status, or any other status protected by law. NSC strives to have a culture that is diverse and equally welcoming to all. As a Federal contractor, NSC is subject to requirements to take affirmative action to employ and advance in employment protected Veterans and individuals with disabilities. NSC is committed to its outreach efforts and practices to promote employment and advancement of members of these groups. To read our entire policy, go to: https://studentclearinghouse.info/careers/human-resource-policies
  • PAY TRANSPARENCY POLICY NSC will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by NSC, or (c) consistent with the NSC’s legal duty to furnish information. 41 C.F.R. 60-1.35(c)

Categories

Industry

  • Educational Services
Posted: 2019-11-07 Expires: 2019-12-07

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Talent Acquisition Specialist

National Student Clearinghouse
Herndon, Virginia 20171

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