Talent Acquisition and Retention Specialist

The Talent Acquisition and Development Specialist is responsible for developing and executing strategic plans to attract talent to NSO while also implementing initiatives to develop and retain existing employees, ensuring a high-quality workforce by managing the entire recruitment lifecycle from sourcing candidates through onboarding new hires, working with supervisors to meet employee learning and development needs of employees, and identifying and addressing factors that may lead to employee turnover. The Talent Acquisition and Development Specialist is expected to maintain confidentiality of all employee issues to the extent allowed under applicable law and ethical standards established for HR professionals.

ESSENTIAL FUNCTIONS:

Talent Acquisition

• Collaborate with internal stakeholders to understand the talent needs of the organization, analyze staffing levels and projections to forecast workforce needs
• Conduct market research to identify potential talent pools and trends
• Develop strategies for sourcing and acquiring a workforce to meet NSO’s needs and be competitive in the job market
• Work with internal stakeholders to develop, update, and post job descriptions and postings across various platforms
• Develop and maintain relationships with external recruitment agencies and professional associations and other potential sources for candidates
• Use sourcing strategies that include online postings, professional networks, job fairs, and job boards to identify qualified candidates
• Craft recruiting emails to attract passive candidates
• Work with internal stakeholders to develop internal candidates for promotions and transfers; manage internal referral program
• Develop and oversee intern program
• Use the HRIS hiring system to receive and screen resumes/applications
• Complete pre-screen interviews with candidates to assess candidate fit and qualifications
• Manage the interview process, including collaborating with and training hiring managers on developing interview questions and conducting effective interviews, scheduling, coordinating with hiring managers, and providing feedback as appropriate
• Facilitate the job offer process, including offer letter preparation and communication with candidates
• Coordinate and oversee screening (drug testing, references, background checks, MVR’s) of all candidates with a conditional offer of employment; verify appropriate licensing, certifications, etc.
• Develop and implement employee onboarding processes to ensure smooth integration into the company
• Facilitate transition of candidate to employee, including collaboration with supervisor to develop training schedule, sending candidate new hire welcome packet before first day, coordinate and coordinate access to all appropriate work resources (log-ins, electronics, keys/fobs, etc.), prepare and coordinate the welcome process
• Conduct initial orientation with new employee during initial period to ensure the accurate completion and processing of the pre-employment requirements, review of policies, and enrollment in benefits
• Coordinate monthly formal new hire orientation program to introduce new hires to the agency in more depth
• Develop and oversee internal mentorship program
• Facilitate feedback using surveys and personal contact during initial period of employment
• Ensure that all appropriate documentation related to the recruitment, screening and initial onboarding process is properly gathered and uploaded as appropriate into HRIS system and system is updated to ensure accurate records pertaining to the process.
• Develop and oversee administration of candidate experience surveys
• Provide monthly reports on talent acquisition and retention metrics, including number of open positions, time to fill metrics, offer acceptance, source ROI, first year attrition, quality of hire, overall turnover rates. etc.

Talent Development and Retention

• Collaborate with others to develop videos and other resources for basic training needs and self-study for employees
• Collaborate with supervisors to identify and address or identify source for specific training needs/development plans for particular positions and employees; track and develop strategies to improve time to productivity
• Coordinate quarterly lunch and learns and/or staff meetings
• Develop and administer retention surveys, town halls/focus groups, and other means to collect employee engagement data; analyze and identify potential areas for improvement
• Design and implement employee recognition programs and events
• Draft employee communications
• Oversee the administration of the performance management program and processes (both forma and informal); assisting supervisors with development of appropriate goals and providing feedback on draft reviews; follow up on appropriate documentation as to development activities, including supervisor one-on-ones
• Identify and implement assessment tools applicable to various positions
• Conduct exit interviews to understand reason for employee departures and identify areas for improvement

Additional Duties

• Assist with maintaining the HRIS system and paper files, including applicant tracking, staff directory, employee files, performance management, I-9s, etc.
• Ensure compliance with labor laws and company policies.
• Participate in orientation/policies and procedure reviews
• Address basic employee inquiries and escalate issues when necessary.
• Maintain accurate and up-to-date records for all company drivers, including licensing information.
• Track and update driver training and safety certification records, including completion of required courses and renewals.
• Support HR initiatives and projects as needed.
• Perform other duties as may be assigned by supervisor.

JOB REQUIREMENTS:

• Minimum 2 years proven experience in talent acquisition and retention strategies
• Minimum 2 years of human resources experience, to include working with an HRIS system, Learning and Development
• Valid driver’s license and auto insurance in the amounts of $100,000 Bodily Injury Liability, $300,000 Bodily Injury Liability per Accident and $100,000 Property Damage.
• Clearance of background check and drug screen. This is a Safety Sensitive Position for purposes of the Oklahoma Medical Marijuana Act.

SKILLS AND ABILITIES REQUIRED:

• Strong sourcing and screening skills, including proficiency with Applicant Tracking Systems and resume databases
• Excellent oral and written communication skills
• Strong presentation skills
• Excellent interpersonal skills to build relationships with candidates, hiring managers, and other stakeholders
• Ability to analyze data and identify trends to inform decision-making
• Experience with social media recruitment and digital platforms
• High sense of ownership and urgency
• Ability to work independently with little direction; requires innovation, leadership, and initiative
• Ability to maintain confidentiality, self-control, and be open-minded, dependable, trustworthy, compliance-oriented, flexible, adaptable and team-oriented
• Exceptional attention to detail and accuracy
• Requires ability to handle multiple projects and tasks simultaneously
• Knowledge of employment laws and compliance requirements

• Advanced knowledge of computer applications, including Outlook, word-processing software in a Windows environment and the ability to learn and master other computer technology/software programs as needed
• Experience in the use of standard office equipment

WORKING CONDITIONS:

• The majority of the time spent in this position is in a well-lighted, heated and air-conditioned indoor office setting with adequate ventilation.
• Frequent (multiple times a week) inter-city travel is required; long-distance travel rare, but may occur
• This job requires moderate physical activity performing in a primarily administrative nature.
• Frequent periods of high energy and occasional periods of high stress
• Regular work schedule is Monday-Friday between 8:30 am-5:00 pm, up to 40 hours per week. Occasionally required to work an evening or weekend.
• One can expect a moderate to high noise level depending on the level of activity in the area.