(SEW)

The Talent Bridge Talent Acquisition Manager is responsible for managing customer relationships and increasing business opportunity by providing superior talent through participating in the organization's talent acquisition strategy. This position will manage customer and industry trends, competitor activity, and adjust sales strategies accordingly.

RESPONSIBILITY LEVEL:
Implements and may provide input into strategic goals for organization and Goodwill business development team. Applies expertise in business development to support the development of policies, procedures, and programs. Has familiarity with the business development budget and may provide input into spending decisions, particularly as pertains to vendors, systems, and projects. Typically works on projects and initiatives that span 12 months – 2 years.

PRINCIPAL DUTIES:

1. Leading and Developing Talent: May provide training to coworkers or others in the organization.
2. Project and Change Management: Manages low to moderately complex projects within the department. Articulates intended outcomes, effectively plans work for self and others, gives direction, resolves issues, and holds other accountable. May serve in formal project roles such as team member or subject matter expert. Engages effectively in change affecting her/him, communicating appropriately with supervisor. Follows through on learning, skill building, and practice necessary to adapt to change. Assesses impact when managing projects. Communicates effectively with stakeholders. Plan appropriately to meet the needs of impacted individuals.
3. Problem Solving: Light supervision; works independently. Work review limited to final product. Solves highly complex problems. Identifies key barriers/core problems and applies problem solving skills to deal creatively with complex situations.
4. Technical Skill: Expert knowledge of particular field of specialization. Advanced knowledge of organization’s technologies and practices.
5. Community Engagement: Understands social trends driving Goodwill's community engagement initiatives, and champions initiatives. Is aware of Goodwill’s community partner organizations and participates in volunteer opportunities as pertains to role and interest. Participates in industry/knowledge groups.
6. Accountable for meeting placement goals and achieving gross margin targets. Negotiate candidate salaries with customers to include pricing and fees.
7. Create new business opportunities by marketing candidates to potential customers.
8. Develop & maintain key customer relationships with current, new customers and develop key strategic partnerships to include regular interface with C-level executives and high-level key decision makers.
9. Manage customer relationships and increase business opportunity by providing superior talent and participating in the organization’s overall talent acquisition strategy. Engage with existing contacts and seek out new client contacts to build relationships.
10. Responsible for achievement of gross margin and placement goals.
11. Cultivate candidate pipeline in specific vertical sectors, via outreach, regular communication and networking.
12. Manage customer and industry/market trends, competitor activity, and adjust sales strategies accordingly.
13. Consult with customers to develop strategies and tactics to achieve customer business objectives.
14. Perform all talent acquisition functions, including necessary research, networking, sourcing, direct contact, screening, interviewing and management of the placement process.
15. Additionally, take the responsibilities defined in client/customer management to include full client service accountability, overall client satisfaction, trouble shooting, interpreting client talent requirements, provide recommendations on talent competencies as they match to customer talent requirements.
16. Interview job applicants and present and assign them to appropriate clients. Manage database of unassigned candidates and update their availability. Proactively market talent to both customers and prospect organizations.
17. Source candidates for client opportunities using traditional methods and making use of non-traditional networking, social media, direct recruiting/ cold calling and professional associations/ additional research. Post positions to various job boards and manage candidate flow generated by these postings.
18. Maintain standards of confidentiality. Release information only when proper written procedures have been used.
19. Participate in weekly meetings and provides regular updates to management and team with regard to the status of all current openings and any client management issues.
20. Enters and updates customer and prospective customer data in appropriate tracking systems. Prepare reports as required.
21. Conduct background checks including criminal, educational and Social Security checks when necessary. Coordinate pre-employment drug testing or other compliance requirements, as requested.
22. Maintain a safe and orderly work environment.
23. Responsible for completing other duties/responsibilities as assigned.

REQUIREMENTS:

1. Associate degree or experience equivalency, and a minimum of 7 years’ experience.
2. Must have a valid driver’s license in order to visit current customer and prospects.
3. Experience in sales or marketing, or related experiences
4. Knowledge of federal and state laws which affect employees in the workplace. Knowledge of Affirmative Action guidelines.
5. Ability to operate personal computer and staffing-related software system(s).
Must work flexible schedule based on business needs. Additional nights/weekends may be required as business warrants.
6. High-functionality knowledge of Microsoft Office Suite to include calendaring and scheduling.

CORE CULTURAL COMPETENCIES:

1. Customer Focus: Independently anticipate and meet customer needs, while searching for ways to improve customer service. Internalize customer feedback, and follow up with customer to ensure problems are solved by providing innovative ideas to meet their future needs.
2. Values Differences: Seeks out the diverse perspectives and talents of others, striving to work effectively with others who have different perspectives, backgrounds or styles. Behave with sensitivity towards differences in cultural norms, expectations, and ways of communicating. Challenge stereotyping or offensive comments.
3. Communicates Effectively: Shares information and updates with others, while ensuring a clear, concise and professional communication through reports, documentation, written and other communications. Listens with interest to what others have to say.
4. Situational Adaptability: Demonstrates flexibility of responses to different situations through adapting to the changing needs, conditions, priorities or opportunities. Monitors how well an approach is working to see if a change is needed, recognizing cues that suggest a change in approach or behavior is needed.
5. Drives Results: Demonstrates a strong drive to achieve meaningful results, through driving tasks to successful completion and closure. Sets high standards for own performance, showing determination in the face of obstacles and setbacks.

PHYSICAL/SENSORY DEMANDS:

Occasionally lifts and/or moves up to 20 pounds. Moves about to accomplish tasks. Repetitive use of hands and vision Required while using computer keyboard and work with information in electronic databases, ability to hear and communicate on phone and in person, travel required.

(SEW)

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)