Supervisor, Talent Acquisition
The Authority is seeking a highly motivated Supervisor, Talent Acquisition. I. SUMMARY: The Supervisor, Talent Acquisition is responsible for driving talent acquisition planning, employment branding, candidate relationship management, metrics and analytics and strategic sourcing. In addition the Supervisor builds, develops, and manages a team of talent acquisition professionals responsible for creating and executing a comprehensive recruiting strategy to find best fit high-quality candidates at all levels of the organization. This leader partners across the enterprise to develop and driving innovative talent acquisition solutions and projects designed to meet both current and future business objectives. This leader will be driven by data and analytics to lead the team to success. The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbent(s) in this job. Incumbent(s) may not be required to perform all duties in this description and incumbent(s) may be required to perform work-related tasks other than those specifically listed in this description. This job description is not a "contract" between the employee and the Authority. The job duties and essential functions may be changed at the discretion of the General Manager. II. ESSENTIAL FUNCTIONS: Manage the selection process including: requisition management, documenting the selection process in the ATS, sourcing candidates, behavioral interviewing, generating offers and facilitating the on-boarding process for candidates. Full-cycle recruiting performing extensive screening of candidates, vetting for culture, behavior, fundamental technical skills and targeted competencies. Partner with operations to understand their hiring needs as well as coaching them on effective behavioral interview techniques, workforce planning practices and compensation requirements. Strategically use social media and sourcing tools (ie LinkedIn, Indeed, Monster, and CareerBuilder) to generate a robust pool of qualified candidates. Develop effective recruitment strategies to attract top candidates, while reducing the time to hire. Contribute to continuous recruiting process improvement efforts, while ensuring accurate reporting and data for distribution and analysis on candidate flow, time-to-fill, cost per hire, etc. Leverage behavioral assessments to guide the hiring decision. . Establish best practices processes for streamlining workflows across departments and standardizing processes to optimize effort and communication while minimizing mistakes and delays. . Driving and sustaining internal talent mobility programs tied to succession planning and high potential identification. . Identifying and ensuring the use of sourcing strategies for diverse candidate audiences. . Showing accountability by building and reporting on measures and outcomes for continuous improvement in recruitment processes, hiring decisions, and quality of hire. . Positioning talent acquisition to provide positive candidate experiences and a sustainable pipeline of talent for key positions. Create, build, and execute the recruiting analytics strategy - and then gather, manipulate and use the resulting data to tell relevant stories about all aspects of recruiting at Time Inc. Collaborate daily with the recruitment team to produce strategic insights through metrics, dashboards, and the full-spectrum of analysis Stay informed of trends and innovative recruiting techniques in order to be competitive in state-of-the-art recruiting practices.. Prepares internal reports and external presentations, including materials for the Board of Directors; General Manager; senior management and staff of the Authority; and industry conferences. . Performs other duties and special projects as assigned at the discretion of the Manager, Talent and Development. Supervisory Responsibilities: Provides daily planning and administration to subordinates and is responsible for the selection, assignment, supervision, promotion, discipline and training of personnel within the business unit's functional area.Key Working Relationships: Internal and external stakeholders, including DC Water's Board of Directors; senior management and staff of the Authority; public officials in federal, state and local government; and the general public. III. EDUCATION / EXPERIENCE & OTHER MINIMUM QUALIFICATIONS REQUIRED: The minimum qualifications listed below are representative of the knowledge, skill, and ability necessary for an individual to perform each essential function satisfactorily. Reasonable amounts of training are provided. Minimum of 7 years' total experience or 3 years' experience post MBA in strategic planning, human resources, business development, management consulting or related fields. SPHR or SHRM-SCP preferred. . At least five (3) years of project or program management responsibilities associated with human resources initiatives, organizational change management, or business development is required. Additional experience is strongly preferred. . Excellent inter-personal, communication, analytical, organizational, management, and negotiation skills are required. . Excellent computer skills and in-depth experience with applicable software programs are required (ie, spreadsheets, databases, presentations, etc.). . Proven ability to lead cross-functional teams and provide project management support.. Demonstrated ability to complete quantitative and qualitative analysis.. Problem structuring and strategic problem solving skills.. Advanced skills developing compelling presentations.. Advanced facilitation skills. IV. PHYSICAL DEMANDS OF THE WORK ENVIRONMENT: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. . General office conditions.D.C. Water and Sewer Authority is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.