Salary Range: $65,000 - $70,000

Job Posting Close Date:  February 7, 2020

The Talent Acquisition Manager is responsible for delivering all facets of recruiting success throughout the organization through the development of recruiting plans employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas using all aspects of HRT’s recruiting processes including, interviewing, testing, assessing, and referring applicants for positions through out the Company. The Talent Acquisition Manager is also responsible for development and implementation of training and development activities for all HRT employees.

Essential Job Functions:

(Duties listed are not intended to be all inclusive nor to limit duties that might reasonably be assigned.)

• Manages and leads the recruitment process and the overall utilization of HR Recruiters.
• Designs, develops and maintain the recruitment process in the organization (including its description, recruitment measurement definitions, regular measurement reporting, taking proper actions to close gaps.
• Explores the market best practices in the recruitment and staffing and implement appropriate best practices in the organization.
• Distributes the job vacancies across the HR Recruiters.
• Builds a quality relationship with the internal customers and external recruitment agencies.
• Conducts job interviews for the managerial job positions (or key jobs in the organization)
• Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementations.
• Monitors the labor legislation and implements required changes to keep the process compliant.
• Acts as a point of contact for managers regarding recruitment topics.
• Monitors and constantly reduce the cost of the recruitment process.
• Oversees the development and administering of applicant assessments.
• Prepares annual training goals for the organization; works with Chief Human Resource Officer and other Department heads to assess departmental and individual training needs; prioritizes training needs and develops tentative schedule on an annual basis.
• Prepares annual budget justification and assists Chief Human Resource Officer with preparation of final budget; monitors budget activity.
• Create job descriptions.
• Responsible for coordinating and/or conducting all employee training and development programs.
• Reviews evaluations of training courses, objectives, and accomplishments. Prepares program recommendations for administrative staff training; prioritizes needs and schedules programs accordingly; conducts training as required.
• Institutes and coordinates programs designed to address employee morale and management issues.
• Maintains resource files to establish pool of training resources, material, and equipment; identifies trainers and facilities for specified training needs; coordinates competitive procurement to select trainers and training facilities; identifies in-house training resources and develops on-going/in-house programs.
• Consults with management on performance, organizational, and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance.
• Develops and review of organizational policies and processes as they relate to the continued growth and development of the organization.
• Provides a broad range of consultative services to all levels of employees regarding policies and procedures.
• Post openings in newspaper advertisements, with professional organizations, and in other position appropriate venues.
• Acts as liaison with area employment agencies, preparation and liaison with advertising agencies, processing and checking advertising agency billings, liaison with temporary agencies, and recording status of authorized positions within the corporations, employment verifications, and employee referral program.
• Plans and conducts new employee orientation to foster positive attitudes toward company goals.
• Prepares reports and information as required by the Chief Human Resource Officer
• Prepares reports and recommends procedures to reduce absenteeism and turnover.
• Plans, organizes, and controls all activities of the department. Participates in developing department goals, objectives and systems.
• Supervises and evaluates the performance of the Recruitment and Training Staff. Prepares work assignments and supervises daily staff activities; conducts annual and interim performance reviews of recruitment personnel; recommends salary increases and adjustments in department.
• Manage records created and received in compliance with the Hampton Roads Transit Records Management Policy and Procedures.
• Responsible for maintaining a general awareness of HRT’s EMS
• Responsible for handling all related job responsibilities in accordance to HRT’s Environmental Policy, relevant EMS Standard Operating Procedures, and Emergency Management Plan
• Responsible for ensuring employees in their respective functional areas have adequate training and tools necessary to meet the requirements of the EMS procedures and SOPs
• Responsible for observing and evaluating required EMS competencies among employees in their respective functional areas
• Performs other duties as assigned.

Required Knowledge, Abilities and Skills essential to Job Functions:

Must be able to work independently and display initiative to perform high level of developmental work required. This position requires an extremely perceptive person, who is capable of relating to individuals at all levels. As unique situations present themselves, the incumbent must be sensitive to corporate needs, employee goodwill, and the public image. Must demonstrate considerable skill in interviewing techniques, a good knowledge of recruiting methods and techniques, a basic understanding of the Company’s organizational structure as well as an extensive knowledge of personnel policy and procedures; must be able to monitor and interpret governmental regulations; requires ability to handle confidential information.

Required Software Knowledge and Skills essential to Job Functions:

Proficiency in using computer systems and the listed software applications associated with performance of assigned work is essential. Basic problem-solving skills associated with software applications used is expected.   Software usage relevant to job duties will be evaluated.

Software applications:

Email, Internet, PeopleSoft HR and Finance, Microsoft Word, Excel, PowerPoint

Training and/or Education:

College level degree in one or more of the following: Organizational Development, Training and Development, Human Resources, business, Public Administration or related field.

Required Experience:

Minimum two (2) years management/supervisory, organizational development, training, teaching, human resource or related field

Licenses or Certificates:

Virginia Driver’s License

PHR (Preferred)

Special Requirements:

This position is classified as non-essential personnel.

FLSA Status:

Exempt

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work also requires ability to board HRT vehicles and buses. Exposure to area weather and other natural elements may be required.

Unusual Demands:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work involves meeting multiple demands on a timely basis. Duties may require some seasonal overtime.