Talent Acquisition Specialist

Employer
Shimadzu Scientific Instruments
Location
Columbia, MD
Posted
Apr 27, 2021
Closes
May 05, 2021
Ref
1946959802
Function
Accountant, IT
Industry
Other
Hours
Full Time
Talent Acquisition Specialist - Shimadzu Scientific Instruments (Columbia, MD)Shimadzu Scientific Instruments is one of the largest suppliers of analytical instrumentation, physical testing, and environmental monitoring systems in the world. Our products include Gas Chromatographs, Liquid Chromatographs, Mass Spectrometers, Total Organic Carbon Analyzers, UV-Vis Spectrometers, Fluorescence, Atomic Absorption, IR, X-Ray, and Universal Testing Machines. In 1975, SSI Corporate Headquarters was established in Columbia, Maryland and we currently have ten regional offices coast to coast.POSITION SUMMARY:Under minimal supervision, the incumbent is responsible for assigned tasks to support the Talent Acquisition group and company needs as directed by the Talent Acquisition Management. Must be well organized, possess outstanding administrative and communication skills, and be able to relate well to employees, as well as, senior management. The ability to convey a positive and professional image to applicants and employees is essential. Must have the ability to maintain a high level of confidential information and will work on other duties as assigned from time to time.Although this position entails numerous diverse tasks and responsibilities, the most essential functions of this position are to assist with the full life cycle recruitment process by; sourcing, screening, interviewing and facilitating placement of candidates for open positions. Incumbent will additionally, provide support on performance evaluations and administrative related HR duties as needed.JOB FUNCTIONS INCLUDE, BUT ARE NOT LIMITED TO:Assist the Talent Acquisition Manager with development of SSI's talent program by using creative sourcing techniques, maintaining a network of contacts, employee referrals, writing/placing job advertisements and attending job fairs; to identify and maintain a qualified pool of potential job candidates. (daily)Create, edit and proof job descriptions. (monthly)Coordinate internal job postings and promote internal hiring, through maintenance of the employee referral program. (daily)Perform full-life cycle recruitment duties, from position requisition generation to receipt of offer. (daily)Screen resumes to determine suitability for current and future job openings (daily)Confer with managers to identify personnel needs and job specifications. (daily)Conduct phone and in person / Video interviews. (daily)Enter all data pertaining to candidate into ATS database. (daily)Schedule manager phone interviews and make arrangements (includes travel) for regional interviews. (daily)Maintain a network of contacts and strong relationships with agencies to fill job openings. (weekly)Utilize Social Media networks (LinkedIn, Twitter, Facebook, Instagram, Pinterest, etc.) to acquire talent within the industry. Specialist should be active in posting and engaging on these platforms (daily).Maintain the ATS resume database, OFCCP applicant log, annual affirmative action plan, and related compliance reports. (weekly)Maintain job files and keep appropriate records of candidates/applicants to meet all state, federal and OFCCP compliance regulations. (weekly)Administer and manage the recruiting background testing program (CSR/Personality.) (daily)Arrange and conduct round tables after corporate interviews, provide feedback to the hiring manager. (weekly)Perform reference and background checks. (weekly)Extend offers and send out related new hire paperwork. Follow up and ensure timely receipt of all paperwork that is appropriately signed. (weekly)Send new hire emails and post new hire announcements. (weekly)Prepare weekly reports on employment activity for company executives in conjunction with Talent Acquisition Management. (weekly)Assist with development of talent acquisition budget semi-annually. (semi-Annually)Must be able to travel (for recruiting purposes) to industry trade shows, conferences, regional meetings and a variety of job fairs. (monthly)Assist with the Administration of the annual employee performance evaluation process. (yearly)Creation, administration and maintenance of the yearly affirmative action plan and all associated logs. When recruiting make reasonable effort to try to achieve/meet quotas. (yearly)Respond to and manage background/pre-access testing requests - drug, criminal, social, alcohol through third party vendor. (weekly)Process and file initial and updated MVA background check requests. (weekly)Additional Functions may include providing back-up support on:Assistant with company social events and morale programs. (monthly)Assist Talent Acquisition Management with Retention strategies. (monthly)Assist Talent Acquisition Management with Employment Branding. (weekly)SCOPE:The incumbent is responsible for administering, maintaining and doing follow-up on all Recruiting assignments in a timely and accurate manner. All responsibilities of this position are at a corporate level but will provide support in assigned duties company wide. Incumbent is required to compare many courses of action in resolving problems and maintain an extremely high level of communication skills. The incumbent is required to learn company benefit programs so they can answer employee inquiries, process workers compensation and disability claims.KNOWLEDGE REQUIREMENTS:CASUALWORKINGTHOROUGHRisk ManagementHRIS System SoftwareOrganizational Skills401(k) regulationsOSHA/Workers CompensationAAP Creation/ComplianceJapanese cultureMicrosoft OfficePhone EtiquettePayroll Software and ProceduresCompany Policies/ProceduresCommunications SkillsBenefits AdministrationDrug Testing/Screening ProceduresRecruiting & Interviewing SkillsCobra/FMLABackground Testing/ProceduresHR Employment LawsBenefits SoftwareAffirmative Action RegulationsFull Life Cycle RecruitmentPerformance Evaluation ProcessOFCCP/ EEO ComplianceSocial Media RecruitingPROBLEM SOLVING REQUIREMENTS:Incumbent 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 by using sound judgment and seeking advice from more senior HR personnel.EDUCATION AND/OR EXPERIENCE REQUIREMENTS:A Bachelor's degree in Human Resources or a related discipline is required. HR Certification or Recruiting Certification (PHR/SPHR or SHRM-CP/SCP or CIR/CDR) is highly preferred. Incumbent must have verifiable and progressively more responsible background in recruiting with at least four years of experience; with preferably two of them in the scientific arena (or closely related field). Knowledge and experience in employment laws / regulations and is required, while OFCCP compliance is a plus. The ability to speak fluently in front of large groups. Any experience with processing the annual performance review process and facilitating drug/background screening from a Human Resources perspective is highly desirable.To apply, please visit our employment website ()Shimadzu Scientific Instruments is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected Veteran status. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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