Talent Acquisition & Onboarding Specialist

The Talent Acquisition and Onboarding Specialist is responsible for facilitating the candidate and new employee onboarding experience, which includes the hiring and onboarding processes. Works closely with hiring leaders, committees, coordinators, and multiple stakeholders to ensure a compliant, smooth, and consistent process for all parties. Designs, coordinates, and continually improves the new-employee orientation and onboarding experience to instill a deep sense of belonging and engagement among our new faculty and staff. Seasonal partnership with the HR Coordinator to support posting and onboarding for student employees.

Formal Policy-Setting Responsibilities
No formal responsibility. The policies associated with the job's purpose and essential responsibilities are set by others. 

Decision-Making
Determine which advertising resources are appropriate for posting open positions, leverage creative sourcing methods (internal and external), and identify tools to proactively find and screen talent. Initiate the background check process, review for discrepancies, and escalate to the Manager when applicable. Exercises judgment in determining content alignment and prioritization for new-employee orientation presentations and materials, while partnering with presenters to coordinate and ensure information remains current, accurate, and aligned with institutional priorities.

Essential Responsibilities 
1. Leverage multiple technologies to proactively source, screen, and create talent pipelines and identify new and best-in-class talent acquisition practices.

2. Coordinate with hiring managers to write position postings to ensure talent attraction optimization. Identify talent sourcing tactics and timelines, including where to post the faculty and staff openings based on successful candidate sourcing metrics.

3. Develops advertising programs (internal and external) to ensure high visibility with potential candidates.

4. Train and guide search committees and hiring managers to ensure compliance with all federal/state laws and regulations related to recruiting and selection.

5. Updates the applicant tracking system in real time and ensures accurate data and smooth procedural handoff.

6. Create reports, manage data, and track key metrics at regular intervals and as requested.

7. Manage the offer extension and negotiation process within budget limitations and in close contact with the Manager and Finance.

8. Request background screenings at the proper stage. Request drug screenings as necessary. Review information and refer discrepancies to the Manager when necessary.

9. Lead and enhance the candidate's new hire experience by planning, coordinating, and facilitating new hire orientation, pre-employment onboarding, and other new hire-related acclimation events and programs such as the Ambassador Program.

10. Own the full talent acquisition lifecycle for all new faculty and staff hires, including offer generation, background check initiation, I-9 processing, and new hire paperwork completion

11. Develops, standardizes, and maintains the onboarding frameworks, tools, and resources. Handles timely internal new hire communication to appropriate stakeholders

Qualifications

Required Knowledge
- Knowledge of recruiting management system (ADP preferred) 
- Experience with Miratech I-9 or equivalent employment eligibility verification system
- Knowledge of technology including Microsoft Office Suite and LinkedIn

- Working knowledge of state and federal labor laws and regulations 
- Working knowledge of key principles and practices of HR 

Required Skills and Abilities

- Exemplary critical thinking and customer service skills

- Excellent organizational skills, detail-oriented, and ability to multitask in a fast-paced environment

- Stakeholder management

- Excellent verbal and written communication skills

- Ability to analyze, interpret data, and make recommendations

- Active listening skills

- Highly motivated, focused, results-oriented, and able to act independently

- Two years of recruiting or human resource experience

- Ability to establish and maintain effective working relationships with employees, internal and external stakeholders, and the public

- Ability to learn new programs and applications

- Team-oriented

Formal Education 
Bachelor's Degree in Human Resources, Business, or related field