Director, Talent Acquisition – Boston, MA / Hybrid JW5806

Onsite requirement: 3 days per week onsite in Boston, MA

Description:

Reporting to the VP of People and Culture, the Director of Talent Acquisition will help develop and drive the organization’s efforts toward enhancing its future human capital to advance the organization’s strategic plan and mission. S/he will lead the organization’s current strong hiring processes through a period of evolution, utilizing best practices in attracting, hiring and retaining both passive and active candidates for employment or internship opportunities.

The fundamental goals of the position will be to:

• Collaborate with senior managers to design, implement and successfully oversee workforce planning efforts in programs and administrative departments, including creation of job analyses and other tools to support hiring managers to design optimal positions.
• Design and implement a successful strategy to create partnerships with universities or other talent pipelines for employees and interns; resulting in increase in talent pool size of both active and passive candidates.
• Expand an already successful hiring and selection program through advancement of current technologies, selection policies/practices/workflows and training to hiring managers; with the result of hiring the most qualified candidates as rapidly as possible.

Responsibilities:

Human Resources Leadership:

• Possesses and consistently model strong core ethics, integrity, and accountability consistent with the organization’s Mission, Vision and Values.
• Align and lead the work of the recruiting staff towards mission, vision, values, strategic plan and annual department and individual goals
• Create measurement tools to evaluate time to hire, turnover, candidate production and support staff in implementing their use.
• Work with colleagues in the HR department in support of agency and department goals.
• In conjunction with HR colleagues, consistently identify, organize, promote and operationalize approved opportunities to advance or streamline HR process of operations.
• Lead in a manner that is diplomatic, inclusive, transparent, communicative, open and fair.
• Support and implement change within HR department in support of broader goals.
• Support recruiting staff, and anticipate and pursue ways of overcoming resistance to change.
• Facilitate cooperative relationships with and between all programs and departments.
• Provide visible, valuable participation in all activities, including but not limited to general staff meetings, department staff meetings, human resource/agency events or other celebrations.
• Support Sr. Dir. of Diversity, Equity, and Inclusion, in revision, refinement, and creation of additional recruiting processes to ensure transparent and equitable internal and external hiring process and improve diversity of applicant pool at all levels of experience, consulting with DEI consultants and internal committees as needed.
• Work with HR leaders on needed changes to Affirmative Action Plan as it impacts hiring, transfers, and promotions.
• Regularly evaluate Recruiting team needs and goals versus posted vacancies, identifying and proposing additional budget, system, and (permanent or contract) staff needs.

Workforce Planning/Employment:

• Develop and continually evaluate and improve a recruitment plan to attract active well-qualified, diverse staff internally and externally.
• Manage contract negotiation and implementation with per-diem/relief pool staffing agencies as well as direct hire, temporary, and temp to perm agencies, researching and expanding pool of staffing providers to ensure flow of staff for all positions, and ensuring vendors and their personnel are in compliance with policies and procedures.
• Manage vendor relationships with vendors, from staffing agencies to advertising platforms to recruiting system tools.
• Manage a team of recruiters and recruitment coordinators in efforts to source active candidates and administer the agency’s selection process, providing individual supervision to each. These efforts include overseeing and ensuring success or proactively addressing and improving deficiencies. Oversee new hire/selection paperwork.
• With HR management team, make changes and improvements to New Hire Orientation programming, timeline, and process.
• Create, monitor and distribute to agency leadership, reports to monitor success against recruiting goals including time to hire, and advocate for processes, compensation, and other structures needed to achieve goals.
• Consult with and advise program management and agency leadership on matters of program closures, new program openings and staffing planning, and other matters impacting staff retention, turnover, and hire ability, making recommendations regarding scheduling, compensation, shift differentials, management support, and other matters affecting sustainable staffing.
• Manage and train recruiting team staff in utilization and implementation of salary grade system to existing and new positions, making recommendations to Finance, Program, and HR leadership for proper positioning and grading of new and revised positions.
• Research and make recommendations for compensation changes for current and new positions
  Identify and collaborate with other HR colleagues and vendors to advance the use of technologies including Clear Company Applicant tracking system, Skill Survey reference check system and internal and external software and platform tools to maximize candidate flow.
• Ensure that reference and background-checking process is completed appropriately and expeditiously.
• Directly handle recruiting and hiring for select positions within the agency.
• Oversee management of recruitment and advertising budget. Monitor and constantly work to reduce the costs of the recruitment process.
• Oversee Recruiting Coordinator in the administration of the employee referral fee program.
• With Recruiting and Training team staff, develop refreshed hiring policies and procedures for all supervisory employees, which are compliant with all legal and regulatory obligations and utilize existing technologies.
• Develop, implement, and oversee workforce planning and personnel requisition process; evolving current system to streamline approval process and elevate supervisor’s abilities to analyze and create appropriate jobs and job descriptions for an evolving agency.
• In collaboration with VP of HR, and other agency leaders develop strategy and implement work-plan to expand outreach and networking through a wide range of sources to attract passive candidates.
• Recommend appropriate recruitment methods to supervisory personnel and oversee training on recruiting, behavior interviewing and effective hiring.
• Ensure recruiting team is providing hiring managers, program managers, and department leadership with regular candidate and requisition status check-ins, to ensure program leadership is aware of overall hiring status.
• Provide guidance to supervisory personnel surrounding State and Federal guidelines.
• Provide guidance to HR recruiting employees about professional and individual development.
• Advance the work of recruiting team and other human resources personnel involved in the hiring process.
• Assist with recruitment events as needed.
• Provide effective training on recruitment, process and behavioral interviewing, as needed or as a part of the agency supervisory training.
• Facilitate new hire orientation as scheduled.
• In collaboration with VP of HR and other agency leaders advance and expand internship program to grow direct care employment within.
• In collaboration with other agency leaders, advance and expand Co-Op relationship with Northeastern University to grow direct care employment within.
• Resolves issues or problems with recruiting process, candidates, recruiting firms.
• Consult regularly with other members of HR leadership team to ensure timely exchange of ideas and information to ensure overall cohesion of process and policies, and to create new processes as needed.
• Consult regularly with peers in HR on matters impacting internal and external turnover, as well as trends indicating the potential need for Employee Relations involvement.
• Assist with planning employee events as needed. Actively serve on committee or other agency teams in a positive and productive manner.
• Comply with and model compliance with all policies, including occupational health and illness prevention policies
• Accept reassignment in the event of an emergency affecting agency operations.
• Conduct regular supervision with all supervisees, ensuring their compliance with training obligations, providing timely in-the-moment feedback as well as annual reviews, and providing supervisees with the opportunity to attend additional trainings to enhance skills and promote professional growth
• Stay abreast of all legal changes and best practices impacting all areas of responsibility.

Requirements:

• Undergraduate degree and experience in human resources.
• Experience in non-profit and/or the human services industry.
• Master’s degree in human resources, business administration, or related field.
• Human Resources professional certification (i.e.: PHR, SPHR, SHRM- (S)CP).
• Minimum of eight (8) years of progressive talent acquisition experience including at least five years at management level or above.
• Significant experience and knowledge of optimal operations in a high-volume recruiting environment.
• Significant human resources experience in a human-services, hospital, nursing home or similar environment preferred.
• Project planning and management experience as well as business process development experience.
• Successful experience leading a department or working unit of similar scope and size through change.
• Significant progressive management experience in creating workforce planning programs, within a human services or similar organization.
• In-depth knowledge and experience with applicant tracking, applicant assessment and applicant credentialing software
• Significant experience in advancing the work of recruiting professionals.
• Experience or exposure to working with homelessness and conditions which affect homelessness preferred.
• Ability to travel to sites and programs, as well as to travel to job fairs, career outreach events, and other events on behalf of organization.
• Highly developed interpersonal, collaborative management and organizational skills to enable successful relationships with leaders, managers and supervisors of the Inn as well as front line staff and candidates from all levels.
• Ability to make influential presentations and have influential discussions with individuals and groups to propel advancement of the presence of employment brand in the market place and/or to attract candidates.
• Work effectively with diverse constituencies in a stressful environment.
• Strong documentation and policy-writing skills.
• Able to communicate in writing, in person, and over phone and Zoom with candidates, vendors, staff and managers at all levels in a direct, persuasive, and effective manner.
• Must be action-oriented and take initiative to address difficult situations and solve complex issues.
• Must be able to adapt to competing and changing priorities.
• Must be able to handle information and situations with discretion and confidentiality.
• High energy, highly motivated, and resilient self-starter.

Onsite requirement: 3 days per week onsite in Boston, MA

Compensation: $130K – $135K plus a small $5k retention bonus

Consultant Contact Information:

Jeff Willmott
781-789-0399
jwillmott@willmott.com
Willmott & Associates, Inc.
289 Great Road, Suite 103
Acton, MA 01720