Talent Acquisition Manager

  SUMMARY OF POSITION:  Design and manage talent acquisition and career development process for salaried positions throughout the company. Enhance and integrate recruitment, selection, on-boarding and career development programs in conjunction with local Human Resource teams. Assist with a variety of Corporate HR initiatives.  ________________________________________________________________________ DIMENSIONS: This position provides strategic direction, guidance and advice on workforce planning initiatives, alternative sourcing methodologies and identification of qualified candidates. In addition this role partners with the Regional Human Resources Directors and field HR and acts as a resource in recruiting for all business lines and all levels of employees from entry level campus positions through Partner opportunities as well as to develop unique regionalstrategies to identify and attract key talent. Job Requirements: PRINCIPAL ACCOUNTABILITIES · Develop strategic plans, policies, procedures, communication materials and related technology to facilitate talent acquisition and retention · Develop effective recruiting networks such as national industry associations, college programs, and membership organizations · Develop and maintain effective relationships with outside search firms and placement agencies to minimize recruiting costs · Manage selection and orientation of key executive & new company positions. Prepare job descriptions for new positions. · Coordinate on-boarding for new hires and relocations with local HR Leads · Assist Talent & Development Manager in preparing career development and on-boarding tools for all Human Resource Managers and management teams · Assist Talent & Development Manager in enhancing global assignment polices to facilitate global career development throughout the company · Responsible for Talent Acquisition and Development on Marketing Client Group · Ensure compliance with EEOC, SOX and related regulations   · Support HR Managers recruitment initiatives and contribute to Division recruitment objectives and projects. Responsible for coordinating exit interviews and ensuring that all new hire paperwork is completed and received.   _____________________________________________________________ NATURE AND SCOPE     Identify and implement productive and proactive recruiting strategies i.e. networking, cold calls, conference/association attendance etc. Review sourcing metrics and adjust recruiting strategies when required to most effective and low cost strategies Research, test, and advise HR staff on sophisticated sourcing techniques to identify best candidate. Identify world class talent acquisition techniques§ making full use of technology platforms available Manage and maintain the integrity and accuracy of requisitions in the Applicant Tracking System Ensure HR Staff is working closely with managers to clarify job specifications and requirements, and understand hiring timetables Liaise with HRM to ensure success profiles (Lominger competency based) are in place prior to recruiting efforts beginning Conduct initial face-to-face and telephone interviews to assess candidate’s abilities, qualifications and fit Ensure effective communication and relationship building with all candidates in the pipeline Educate hiring managers on interviewing skills and techniques Ensure all interviews are properly documented Benchmark internal and external HR Managers for best practices and implement enhancements where required Research and ensure staffing department attendance at local, regional, national and niche market job fairs Ensure company presence at important community based events with intent to establish brand recognition and employment branding in the communities where CHEP does business Manage the annual OLP graduate recruiting program for Cooper Industries and enhance the undergraduate recruiting programs by serving as University Ambassador Present metric information to business unit leaders and HR staff to develop strategies to meet organizational strategic objectives _____________________________________________________________________ EXPERIENCE AND TRAINING REQUIRED TO PERFORM THE JOB  Bachelor’s degree in Human Resource Management, or related field. Proficiency in all Microsoft Office applications 8-10 years of progressive experience in Human Resources Management with minimum of two years of recruiting for Marketing, Sales, Operations, IT, Product Engineering, Finance, Human Resources. International experiences a plus. Working knowledge of recruiting networks in U.S. primarily in St. Louis, Dallas, Reno, & Atlanta. Proven ability to partner effectively with senior management in resource planning, selection and performance coaching Experience in participating in cross-functional project teams environment. Ability to perform in various roles from individual contributor to a leadership role. Ability to contribute to planning, organization and managing of project teams using a structured delivery methodology.   Demonstrated experience establishing and maintaining effective working relationships with other business organizations. Successful experience in working with diverse groups of people in a problem-solving environment.   Demonstrated excellent verbal and written communication skills. Must excel in a consultative role in directly facilitating and leading business customer interactions.   Must be able to conduct majority of duties independently with little or no direct supervision.Division/Department : Cooper B-Line Skills : Human Resources -> Acquisition HR Leader, Recruiting - Talent Acquisition - Staffing, Talent Management Travel Required : None LOCATION:  Highland, hl 62249STATUS:  Full Time, EmployeeJOB CATEGORY:  Human ResourcesWORK EXPERIENCE:  7+ to 10 YearsCAREER LEVEL: Manager (Manager/Supervisor of Staff)EDUCATION LEVEL:Bachelor's Degree REFERENCE CODE:916