Talent Acquisition Manager
POSITION SUMMARY: The incumbent is responsible for designing, implementing, managing and ensuring our hiring initiatives align with current and future workforce talent needs. The manager is responsible for developing and implementing effective, economical and appropriate recruiting channels and methodology; including a strong online social media presence/image in-order to achieve talent acquisition demands and goals. The ability to convey a positive and professional image to applicants, employees and management is essential; to ensure a positive candidate experience. Responsible for maintaining good relationships with all advertisement and recruitment agencies. Must have the ability to maintain a high level of confidential information, be well organized and possess outstanding administrative & communication (verbal) skills. This individual must stay current with all employment laws and regulations. The incumbent must perform other related duties that may be assigned from time to time. This position is to provide leadership, direction & accountability for talent acquisition by ensuring the company can attract well qualified talent; while staying legally compliant during all aspects of the talent acquisition process. The incumbent is responsible for managing the talent acquisition process, personnel, the companies' affirmative action program/goals, annual performance reviews and background testing; with minimal oversight. The idea candidate will be a leader who is able to make effective decisions quickly, motive subordinates and project an engaging & authoritative presence to company management, during the hiring process. Someone who will not let talent slip away to the competition and understands the current labor market trends. Requirements SCOPE: The incumbent is responsible for providing leadership and oversight of all talent acquisition matters, background/testing requests, and all exit paperwork/processes in a timely and accurate manner under limited supervision. Detailed knowledge of employment and labor laws are required. Broad knowledge of employee relations, benefits, payroll and management skills are required. Interpersonal skills are a must, in-order to be tactful, direct and flexible with approaches when working with managers, candidates and employees. Incumbent is required to compare many courses of action in resolving problems and maintain an extremely high level of communication (oral and written) skills. KNOWLEDGE REQUIREMENTS: CASUAL WORKING THOROUGH Benefits SSI Procedures & Policies Communication (verbal/written) Skills Shimadzu Product Line Discipline & Terminations Strong Negotiation Tactics Japanese culture HRIS/Software Systems Engaging & Personable LOA - FMLA/STD/LTD Scientific Knowledge Labor Laws and Regulations Testing/Background Checks Employee Relations EEO/AAP/ Recruitment/Interviewing Risk Management Diversity Programs Confidentiality Leadership Skills Organizational Skills Strong Decision-Making Skills Strategic Thinker PROBLEM SOLVING REQUIREMENTS: I ncumbent is required to act independent of supervision in routine matters governed by either policy or established procedure. The incumbent must be flexible and able to solve questions and problems using sound judgment/decision making abilities. Good organizational, communication and management skills are required. Must lead, mentor and work with a diverse group of personalities. Must have the ability to motivate and represent the company in a positive manner. EDUCATION AND/OR EXPERIENCE REQUIREMENTS: A Bachelor's degree in Human Resources or a related discipline is required, with further education highly desirable. Recruiting Certification through AIRS/ASA is highly sought after, as well as, any other HR Certification (SPHR/PHR). Incumbent must have verifiable and progressively more responsible background in full life cycle recruiting (scientific arena desirable) with at least eight years of experience; at least two of which should be at a management level. General knowledge and/or experience in employment laws / regulations, affirmative action plans, OFCCP compliance, testing programs, benefits, building recruitment programs, and social media & employment branding platforms. Should possess strong coaching, mentoring decision-making and leadership skills.