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HR Business Partner/Recruiter

Serves as a consultant to management on human resource-related issues. Acts as an employee champion and change agent. Assesses and anticipates HR-related needs. Communicates needs proactively with HR department and business management.   Formulates partnerships to deliver value-added service to management and employees that reflects the business objectives of the organization. Maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. Supports Company through a variety of HR responsibilities. Recruits, screens, tracks, interviews, tests and recommends placement of staff by a variety of sourcing methods (internal and external). Implements applicant tracking system and keeps tracking current. Develops a pipeline of potential candidates for positions. Develops effective internships for future pipeline of candidates. Support HR activities including: Performance Management, Workforce Planning, Onboarding/Orientation; Training, Process Mapping, and Employee Relations.

Qualifications / Requirements:

  • Four or more years in Human Resources.
  • Bachelor degree in relevant field.
  • PHR certification preferred
  • Experience recruiting particularly for agency positions including creative & production, account management and analytics.
  • Strong interviewing and assessment skills
  • Generalist HR experience required
  • Knowledge of MS Office Suite – proficient required; expert preferred

Responsibilities:        

  • Partners with managers of assigned departments to align staff/responsibilities in achievement of department goals.
  • Consults with line management, providing HR guidance when appropriate.
  • Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
  • Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Provides HR policy guidance and interpretation.
  • Identifies training needs for departments and individual needs.
  • Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
  • Develops funding streams to support training needs.
  • Partners with hiring manager to determine staffing needs.
  • Screens resumes, interviews candidates (by phone, video or in person), administers appropriate assessments, conducts reference/background checking, makes recommendations for hire (or not hire) and delivers employment offers for both exempt and non-exempt position openings.
  • Serves as an expert for recruiting candidates.
  • Uses traditional and non-traditional resources to identify and attract quality candidates such as career fairs, on-line job fairs, community network events, social media etc.
  • Develops and enhances internship program for future talent pipeline.
  • Develops advertising programs (internal and external) in order to ensure high visibility with potential candidates.
  • Maintains and enhances use of Applicant Tracking System (ATS). Tracking system will include candidate history, skills, contact information, sourcing, interviewer feedback, and status.
  • Development and utilization of recruiting metrics for continuous process improvement and reduction in recruiting costs.
  • Manages internal transfer process including screening, coordination of interview with hiring manager, transfer offer letter, etc.
  • Follows up with candidates and hiring managers to ensure updated information on the interview process status.
  • Communicates important employment information during delivery of employment offers (i.e. benefits, compensation, non-competition agreements, etc.).
  • Works with hiring managers to ensure compliance with all federal/state laws and regulations.
  • Manages current candidate activity including application/resume file and retention according to company policy.
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