District Director of Talent Acquisition
Tarrant County College District
Posting Details
This leadership position is responsible for partnering in developing, interpreting, and recommending policies, procedures, and courses of action for talent acquisition and recruiting activities. The incumbent will have director-level (or higher) experience in leading hiring and recruitment functions for large organizations with multiple locations.
The incumbent must be customer-focused, detail-oriented, and responsive to meet the demands of multiple stakeholders in a fast-paced environment. The work’s volume, complexity, and unpredictable nature require excellent communication, organization, problem-solving, and decision-making skills. Primary Duties and Responsibilities Essential Performance Requirements* Serves as the college’s Veteran’s Liaison as required in Tarrant County College Board Policy DI Partners with the Executive Director and Chief Human Resources Officer with implementing human resources strategies to improve and increase organizational best practices related to hiring and recruitment Provides day-to-day oversight of assigned recruitment and talent acquisition personnel Partners with the Executive Director and Chief Human Resources Officer in developing policies, procedures, and business practices to improve organizational efficiency and service to HR stakeholders Responds to talent acquisition and recruitment inquiries regarding policies, procedures, and compliance issues accurately and timely Identifies the need for changes in policies, procedures, and processes and takes the initiative to collaboratively recommend the changes with department leaders Liaises with applicant tracking system (ATS) vendors frequently to stay apprised of system updates, issues, and necessary improvements for the college. Collects and analyzes hiring and recruitment data accurately and timely Provides applicable human resources consulting services for college leaders and employees utilizing a sound knowledge base of human resources theory, research, and practice Accurately interprets TCCD policies and procedures for internal and external customers Provides and ensures supervisory personnel are trained on hiring policies and procedures Guides internal and external customers regarding assigned functions based on local, state, and federal laws, regulations, and internal policies and procedures Participates in assigned workgroups, committees, etc. in support of organizational initiatives
General Supervision and Management Responsible for personnel management, evaluation, and development of assigned administrative and professional-level direct reports In concert with assigned teams, develops internal policies, procedures, and workflows for continuous improvement of HR organizational effectiveness and operations Holds self and assigned personnel accountable for college and departmental goals and objectives
Service Excellence Ensures the development of rapport and relationship with human resources customers, internal and external stakeholders Exhibits leadership presence by maintaining a professional appearance and providing a positive image to internal and external customers and stakeholders Participates on behalf of the College in external community organizations and associations as assigned to support the essential performance requirements Attends the workplace regularly, reports to work punctually, and follows a work schedule to keep up with the demands of the worksite Completes all required training and professional development sessions sponsored through Tarrant County College (TCC) Supports the mission, values, goals, and principles of the College SupervisionWorks under the general supervision of the Executive Director of Human Resources Operations
*Performs Other Related Tasks as Required The duties listed are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. Required Minimum Qualifications Bachelor’s degree Ten (10) years’ working experience related to the Essential Performance Requirements Three (3) years’ experience supervising (e.g., managing, evaluating the performance of others) Preferred Qualifications Master’s degree in human resources, management, or related field At least one (1) year’s working experience performing the Essential Performance Requirements in a higher education setting Knowledge, Skills and Abilities Knowledge of and ability to apply current federal, state, and local laws related to the assigned functional areas, especially those related to public employers and institutions of higher education Skilled in Microsoft Word, Excel, Outlook, and PowerPoint at the intermediate level Skilled in supervision and human resource management Skilled in policy and procedure interpretation, development, implementation, and training Ability to analyze data and provide sound recommendations based on policy, procedure, practice, and existing regulations Ability to think critically to effectively solve and communicate problems in a fast-paced environment where the demands for work are varied and unpredictable in scope and volume Ability to focus on tasks and handle frequent interruptions and changes in priorities Ability to work independently, after hours, holidays, and weekends when needed Ability to communicate effectively in both written and oral formats Ability to establish collaborative relationships Ability to organize, analyze and prioritize work, and data of self and direct reports Able to exercise practical judgment, sensitivity, and creativity to changing needs and situations Ability to effectively present complex information Ability to travel to the different district locations for problem resolution, meetings, training, etc. Physical Demands and Work Environment Physical DemandsThe physical demands described here are representatives of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is frequently required to sit; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; and talk or hear. The employee is occasionally required to stand, walk, and climb or balance. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.
Work EnvironmentThe work environment characteristics described here are representatives of those an employee encounters while performing the essential functions of this job. While performing the duties of this job, the employee occasionally works near moving mechanical parts and is occasionally exposed to risk of electrical shock. The noise level in the work environment is usually quiet. Accommodations Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties and responsibilities. Special Instructions Summary Posted 12/16/2024 Posting Contact Summary
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Position Information Job Title District Director of Talent Acquisition Posting Number F006400 Position Status Full Time Grant Funded No Category APT Class Code 11 Starting Pay $114,514 Special Note Commensurate with education and experience Location District Department DT Human Resources Job Summary Reporting to the Executive Director of Human Resources Operations, the District Director of Talent Acquisition is responsible for recruiting and all support functions related to hiring new talent. They will foster a team environment and a strong service culture that ensures engaging communications, timely and quality driven service to applicants for TCCD vacancies, internal customers, and district stakeholders.This leadership position is responsible for partnering in developing, interpreting, and recommending policies, procedures, and courses of action for talent acquisition and recruiting activities. The incumbent will have director-level (or higher) experience in leading hiring and recruitment functions for large organizations with multiple locations.
The incumbent must be customer-focused, detail-oriented, and responsive to meet the demands of multiple stakeholders in a fast-paced environment. The work’s volume, complexity, and unpredictable nature require excellent communication, organization, problem-solving, and decision-making skills. Primary Duties and Responsibilities Essential Performance Requirements* Serves as the college’s Veteran’s Liaison as required in Tarrant County College Board Policy DI Partners with the Executive Director and Chief Human Resources Officer with implementing human resources strategies to improve and increase organizational best practices related to hiring and recruitment Provides day-to-day oversight of assigned recruitment and talent acquisition personnel Partners with the Executive Director and Chief Human Resources Officer in developing policies, procedures, and business practices to improve organizational efficiency and service to HR stakeholders Responds to talent acquisition and recruitment inquiries regarding policies, procedures, and compliance issues accurately and timely Identifies the need for changes in policies, procedures, and processes and takes the initiative to collaboratively recommend the changes with department leaders Liaises with applicant tracking system (ATS) vendors frequently to stay apprised of system updates, issues, and necessary improvements for the college. Collects and analyzes hiring and recruitment data accurately and timely Provides applicable human resources consulting services for college leaders and employees utilizing a sound knowledge base of human resources theory, research, and practice Accurately interprets TCCD policies and procedures for internal and external customers Provides and ensures supervisory personnel are trained on hiring policies and procedures Guides internal and external customers regarding assigned functions based on local, state, and federal laws, regulations, and internal policies and procedures Participates in assigned workgroups, committees, etc. in support of organizational initiatives
General Supervision and Management Responsible for personnel management, evaluation, and development of assigned administrative and professional-level direct reports In concert with assigned teams, develops internal policies, procedures, and workflows for continuous improvement of HR organizational effectiveness and operations Holds self and assigned personnel accountable for college and departmental goals and objectives
Service Excellence Ensures the development of rapport and relationship with human resources customers, internal and external stakeholders Exhibits leadership presence by maintaining a professional appearance and providing a positive image to internal and external customers and stakeholders Participates on behalf of the College in external community organizations and associations as assigned to support the essential performance requirements Attends the workplace regularly, reports to work punctually, and follows a work schedule to keep up with the demands of the worksite Completes all required training and professional development sessions sponsored through Tarrant County College (TCC) Supports the mission, values, goals, and principles of the College SupervisionWorks under the general supervision of the Executive Director of Human Resources Operations
*Performs Other Related Tasks as Required The duties listed are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. Required Minimum Qualifications Bachelor’s degree Ten (10) years’ working experience related to the Essential Performance Requirements Three (3) years’ experience supervising (e.g., managing, evaluating the performance of others) Preferred Qualifications Master’s degree in human resources, management, or related field At least one (1) year’s working experience performing the Essential Performance Requirements in a higher education setting Knowledge, Skills and Abilities Knowledge of and ability to apply current federal, state, and local laws related to the assigned functional areas, especially those related to public employers and institutions of higher education Skilled in Microsoft Word, Excel, Outlook, and PowerPoint at the intermediate level Skilled in supervision and human resource management Skilled in policy and procedure interpretation, development, implementation, and training Ability to analyze data and provide sound recommendations based on policy, procedure, practice, and existing regulations Ability to think critically to effectively solve and communicate problems in a fast-paced environment where the demands for work are varied and unpredictable in scope and volume Ability to focus on tasks and handle frequent interruptions and changes in priorities Ability to work independently, after hours, holidays, and weekends when needed Ability to communicate effectively in both written and oral formats Ability to establish collaborative relationships Ability to organize, analyze and prioritize work, and data of self and direct reports Able to exercise practical judgment, sensitivity, and creativity to changing needs and situations Ability to effectively present complex information Ability to travel to the different district locations for problem resolution, meetings, training, etc. Physical Demands and Work Environment Physical DemandsThe physical demands described here are representatives of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is frequently required to sit; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; and talk or hear. The employee is occasionally required to stand, walk, and climb or balance. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.
Work EnvironmentThe work environment characteristics described here are representatives of those an employee encounters while performing the essential functions of this job. While performing the duties of this job, the employee occasionally works near moving mechanical parts and is occasionally exposed to risk of electrical shock. The noise level in the work environment is usually quiet. Accommodations Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties and responsibilities. Special Instructions Summary Posted 12/16/2024 Posting Contact Summary
Should you have questions specific to this position please contact the following individual
Contact Vanessa Jones * Vanessa Jones Applicant Documents Required Documents Resume / Curriculum Vitae Unofficial Transcripts Optional Documents Cover Letter Certification / License Military/Foster Care Preference Documentation Posting Specific QuestionsRequired fields are indicated with an asterisk (*).
* Please select the highest level of education you have completed. High School Diploma / GED 60 or more College Credit Hours Associate's Degree Bachelor's Degree Master's Degree Doctorate Degree None of the above * Do you have a Master’s degree (or higher) in Human Resources, Management, or related field? Yes No * Please list any certification or licensure you have that is directly related to this position.(Open Ended Question)
* How many years of working experience do you have related to the Essential Performance Requirements? Less than 5 years of experience 5 to 9 years of experience 10 to 14 years of experience 15 to 20 years of experience 20+ years of experience * Please provide a detailed description of your professional experience as it relates to the question(s) above.(Open Ended Question)
* How many years of experience do you have supervising employees (e.g., managing and evaluating the performance of others)? None Less than 1 year of experience 1 year of experience 2 years of experience 3 years of experience 4 years of experience 5 or more years of experience * Please describe your supervisory experience (responses are used to determine eligibility).(Open Ended Question)
* How many years do you have of working experience performing the Essential Performance Requirements in a higher education setting? None 1 year of experience 2 years of experience 3 years of experience 4 years of experience 5 or more years of experience * How would you rate your level of experience using word processing, spreadsheet and presentation software (i.e. Microsoft Word, Excel, PowerPoint)? Advanced Intermediate Beginner None * How would you rate your experience with web-based software? Advanced Intermediate Beginner None * How long have you been in your current role with TCC? Less than 6 months More than 6 months I am not a current TCC employee I am a current TCC student employee
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