**Description** Roles and Responsibilities: Provide full-life cycle recruiting for salaried and/or hourly positions, to include: sourcing, screening, qualifying, interviewing and managing candidate relationships while advising hiring managers through the assessment and selection process. A successful candidate must be able to effectively manage competing priorities, remain highly flexible in an ever-changing environment while consistently anticipating and delivering exceptional talent acquisition solutions to our clients. Strategic Talent Acquisition: --Demonstrated ability to apply a business mindset to the talent acquisition function --Makes connections between all talent management phases (acquisition, development, retention, culture) --Leverages data and market intelligence to develop and execute staffing strategies --Successfully blends diversity, regulatory requirements and business strategy throughout the process Consultation: --Develop a high level understanding of our business, processes, market conditions, technology and cultural, and any associated challenges --Demonstrates uncompromising ethical standards, integrity and respect for people --Influences hiring managers, executives, candidates and peers by developing trusted relationships --Advises hiring managers on effective interviewing techniques and candidate selection --Effectively leverages adjacent HR partners when advising the business (i.e. HR partners, Compensation, HRRC, Employee Relations, Labor Relations, etc.) --Routinely leverages metrics to advise managers, improve processes and/ or self-assess performance --Operates with a high sense of urgency (action-oriented) --Constructively manages clients and/or conducts crucial conversations with hiring managers as needed --Proactively collaborates as necessary to ensure a smooth end-to-end process. Process Management: --Proactively serves as a change agent (first to adopt and promote new ways of delivering value) --Consistently promotes and adheres to talent acquisition, compliance, and diversity processes --Routinely identifies innovative solutions to program, policy and process challenges --Self-governs / manages via use of staffing data (always ensures integrity of system data) --Develops candidate pipelines to meet business objectives Recruiting Process – Sourcing, Assessment, and Selection: --Ability to directly source candidates via a variety of contemporary recruiting channels (internet searches, recruiting tools, cold calling, etc.) --Ability to implement, execute, and manage programs and specific recruiting initiatives (i.e. College, Military, Production, etc. --Accurately assesses candidates (via in-person, video, phone) for skill, competency and culture --Quickly synthesizes candidate and hiring manager feedback --Routinely pre-closes candidates (early in the process) to ensure high acceptance rates Basic Qualifications: --BA/BS degree and 2-5 years of full-life cycle recruiting experience --Ability to effectively support recruiting for Manager level positions --Demonstrated ability to meet rapidly changing business requirements --A successful candidate must demonstrate sound judgment, the ability to quickly learn systems, processes, procedures and the business --Proven ability maintain excellent customer service with internal customers (hiring managers), and external customers (candidates), while maintaining strong partnerships with HR Business Leaders --Ability to function independently in a high-volume, fast paced environment --Demonstrated ability to command the attention and respect of leadership; ability to create and manage strategic alliances while driving the process --Ability to quickly synthesize recruiting data and information, and operate in a fiscally responsible manner --Comprehensive understanding of OFCCP compliance --Occasional travel (up to 25%) as required to meet customer needs. --Basic competency level with Microsoft Office Suite (Email, Word, Excel, PowerPoint) Preferred Qualifications: --Previous experience in both agency and corporate recruiting strongly preferred --Prior experience conducting basic compensation analysis (compa-ratio’s) and communicating compensation philosophies/ employee value propositions Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor 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 the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)