Talent Acquisition Partner

Talent Acquisition Partner

Position Summary : The Talent Acquisition Partner (TAP) plays a crucial role in strategically sourcing and hiring top talent aligned with our organizational values. As the primary point of contact for candidates and hiring managers, the TAP fosters a seamless and positive experience throughout the recruitment process. This role is responsible for identifying recruitment needs, crafting detailed job descriptions, actively sourcing qualified candidates, and managing the end-to-end talent acquisition process, including completion of background checks.

Essential Duties :

• Understand and promote the organization's Mission, Vision, and Core Values to ensure alignment with organizational policies and procedures.
• Facilitate in-house full-cycle recruitment activities for the organization, including partnering with hiring managers to develop hiring plans, support job descriptions and requisitions, determine Fair Labor Standards Act (FLSA) classifications, source and screen candidates, conduct interviews and reference checks, prepare offer letters, initiate background checks, and manage candidate pipelines.
• Support and train hiring managers on ATS modules, recruiting procedures, and internal processes.
• Provide troubleshooting support for recruitment-related matters.
• Proactively participate in strategic recruitment initiatives and sourcing strategies to attract qualified talent.
• Provide objective guidance to hiring managers in candidate selection, incorporating a lens of diversity, equity, inclusion, and belonging.
• Identify areas for improvement within the Applicant Tracking System (ATS), onboarding workflows, and related processes to enhance Talent Acquisition operations.
• Collaborate closely with Talent Management, HR colleagues, hiring managers, and cross-functional stakeholders to ensure a seamless and compliant hiring and onboarding experience.
• Remain current on federal, state, and local employment laws that impact recruitment, hiring practices, and recordkeeping requirements.
• Serve as a key point of contact to foster a positive candidate and hiring manager experience by maintaining proactive communication and timely updates throughout the recruitment process.
• Conduct verification of licenses, education, and NYS driver's licenses, where applicable.
• Process and manage regulatory background check requests through city, state, and federal agencies; ensure timely processing and resolution of candidate clearances.
• Maintain accurate records within the ATS and other HR systems, ensuring up-to-date documentation of all candidate and background check data.
• Reconcile and monitor background check-related expenses for assigned divisions.
• Track and analyze recruitment data to support key HR metrics, monitor requisition activity, and report on candidate pipeline trends.
• Performs other duties as assigned.

Minimum Qualifications :

Key Competencies :

The incumbent is expected to work a schedule, whether in-person or hybrid, as determined by the department's needs to facilitate effective collaboration with the team. This flexibility is essential for maintaining seamless communication, fostering teamwork, and ensuring the smooth operation of the department's processes. The position's requirements are subject to periodic review and adjustment based on organizational needs and changes in work dynamics. This position requires in-office presence for the first 60 days; however, this period may be extended based on performance.

It is the policy of Children's Aid to provide equal employment opportunity to all employees and applicants for employment and is dedicated to maintaining a work environment that is free from harassment and discrimination. Children's Aid will not tolerate discrimination, harassment, or retaliation on any basis, including race, creed, color, national origin, ethnicity, alienage or citizenship status, gender / sex (including pregnancy), disability, religion, source of income, sexual orientation, gender identity or expression, age, familial status, caregiver status, military status, marital or partnership status, status as a victim of domestic violence, sexual violence or stalking, predisposing genetic characteristics, arrest or conviction record, credit history, unemployment status or any other characteristic protected by federal, state or local law. Children's Aid is committed to complying with applicable state and local laws governing non-discrimination in employment. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Children's Aid will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner and will take appropriate corrective action, if and where warranted. Children's Aid prohibits retaliation against employees who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.