Director, Talent Acquisition
: Job Details :

CSBS Corporate, 1300 I Street NW, Washington, District Of Columbia, United States of America Req #251

Saturday, September 21, 2024

Under the direction of the Senior Director, People Operations, the Director, Talent Acquisition is responsible for developing and executing comprehensive talent acquisition strategies that attract and retain top talent across the organization. This position plays a key role in managing the recruitment lifecycle, overseeing a structured onboarding process, and aligning the organization's employer value proposition with current workforce trends. This individual will work closely with People Operations (PO) leadership and hiring managers to understand staffing needs, assist in drafting job descriptions, and conduct market research to ensure competitive alignment. Additionally, this role will support the Senior Director, People Operations in managing the organization's annual intern cohort and providing strategic workforce guidance to business units.

Essential Functions

To perform this job successfully, an individual must be able to perform each essential duty and responsibility satisfactorily. Reasonable accommodations may be made to enable an individual with disabilities to perform the essential functions. Other duties may be assigned to meet business needs.

• Talent Acquisition Strategy: Design and implement creative talent acquisition strategies to attract a diverse and qualified candidate pool, utilizing proactive, cost-effective methods, including online recruiting resources and ATS. Leverage predictive tools like Predictive Index to assess candidate fit.
• Recruitment Process Management: Lead and manage the full recruitment lifecycle from job specification to onboarding for business units, ensuring a seamless process for candidates and hiring managers. Review resumes and credentials for relevant skills, experience, and knowledge in relation to position requirements.
• Onboarding: Manage the full onboarding process, including a productivity assessment process within the first 120 days, designed to evaluate the new hire's fit for the role and organization, or to identify early signs of a mismatch.
• Collaboration with Leadership: Partner with PO leadership and hiring managers to understand hiring needs, develop job descriptions, and conduct market research to ensure alignment with competitive roles in the market. Provide strategic guidance to business units on current organizational state and future workforce requirements. Revise and craft role profiles as needed to support business planning.
• Job Description Development: Collaborate with managers to draft and refine job descriptions, ensuring roles are aligned with market standards and business unit needs.
• Workforce Planning: Support workforce planning initiatives, designing and implementing talent solutions that meet current and future business needs.
• Employer Value Proposition (EVP): Create and promote the organization's EVP to enhance the company's image as a desirable employer.
• Candidate Experience and Interview Preparation: Prepare candidates for interviews by providing detailed information on the organization and expectations. Ensure a positive candidate experience throughout the hiring process.
• Compliance: Ensure the recruitment process complies with company policies, procedures, and all relevant employment laws and regulations. Facilitate adherence to Equal Employment Opportunity (EEO) and affirmative action policies.
• Data and Analytics: Track and analyze key recruiting metrics to improve recruitment strategies. Continuously improve the recruitment process and onboarding to drive operational efficiency.
• Internship Program: Assist the Senior Director, People Operations, with the recruitment and management of the annual intern cohort.
• Networking: Maintain external networks with Talent Acquisition leaders and peers to continually improve recruitment strategies, reduce costs, and provide highly effective recruiting support to internal stakeholders.

Additional Responsibilities

• Lead virtual career fairs using platforms like Handshake.
• Conduct reference checks and coordinate the background check process.
• Administer Predictive Index assessments to candidates and work with hiring managers to integrate Predictive Index results into the recruitment process.
• Participate in continuous improvement initiatives to enhance recruitment processes and candidate experience.
• Maintain relationships with external recruitment vendors and partners.
• Support diversity, equity, inclusion, and belonging (DEIB) efforts in all recruitment and hiring practices.
• Assist in the development, implementation, and management of HR policies as needed, ensuring alignment with organizational goals and compliance requirements.

Minimum Qualifications

To perform this job successfully, an individual should possess the knowledge, skills, and abilities listed and meet the amount of education, training and/or work experience required.

Education and Experience· Bachelor's degree in human resources, Business, or a related field.· 5-8 years of talent acquisition experience, preferably in a professional services or corporate environment.· SHRM-CP/SCP or other relevant HR certification required.· Experience with HRIS and HRIS recruiting systems required; experience with Dayforce HRIS is a plus.· Experience managing workforce planning initiatives is a plus.· Demonstrated experience leading virtual career fairs (e.g., Handshake) is preferred.· Familiarity with proactive search techniques (e.g., LinkedIn, Circa Diversity Job Boards) preferred.· Experience working with Predictive Index or similar assessment tools preferred.Knowledge, Skills, and Abilities

• Recruiting Metrics Expertise: Strong knowledge of recruiting metrics, candidate assessment tools, and techniques to evaluate and optimize the talent acquisition process.
• Candidate Assessment: Demonstrated ability to effectively assess candidates for relevant skills, experience, and cultural fit, using structured assessment tools like Predictive Index.
• Relationship Building: Proven track record of building and maintaining relationships at all levels of the organization, with the ability to instill confidence and credibility.
• Service-Oriented: Committed to providing the highest level of service while aligning recruitment activities with the organization's mission. Self-confident, assertive, approachable, and responsive in interactions with candidates, hiring managers, and leadership.
• Process Management: Highly process-oriented, capable of managing multiple tasks effectively, optimizing resources, and adhering to timelines in a fast-paced environment.
• Strategic Thinking: Ability to develop and implement talent acquisition strategies that align with the organization's goals and workforce needs.
• Communication: Excellent verbal and written communication skills, with the ability to engage with candidates and stakeholders at all levels.
• Project Management: Strong organizational skills with experience managing recruitment projects from start to finish, including proactive search strategies.
• Market Research: Ability to conduct thorough market research to ensure job descriptions are competitive with similar roles in the market.
• Compliance Knowledge: In-depth understanding of employment laws, regulations, and best practices related to recruitment and hiring.
• Technology Proficiency: Proficient in applicant tracking systems (ATS), recruitment platforms, and virtual recruiting tools (e.g., Handshake, LinkedIn).
• Problem-Solving: Strong analytical and problem-solving skills, with the ability to make data-driven decisions.
• DEIB Focus: Commitment to diversity, equity, inclusion, and belonging in recruitment practices.

Requirements

• Due to the nature of CSBS's business in support of state financial services supervision, all CSBS employees have the potential of interacting with confidential information related to the supervision of financial services companies (“Confidential Supervisory Information”). As a result, in addition to general business conflicts of interest, all CSBS employees are expected to disclose conflicts of interest in financial services companies on at least an annual basis and to proactively avoid such conflicts.
• Protect the confidentiality, integrity, and availability of CSBS information and information systems in accordance with CSBS policies and procedures.

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