General Information

Location: Hamilton, NJ

Organization: WIRB-Copernicus Group Inc

Job Type: Full Time - Regular

Description and Requirements

The Sr. Talent Acquisition Partner is responsible for managing the recruitment process throughout key assigned areas of the organization, functioning both in a consultative and execution focused role partnering with the business to identify talent for current and future business needs. The Sr. Talent Acquisition Partner will develop and execute a broad array of talent acquisition strategies driven by an understanding of the organization, aligned business areas, competitive talent landscape and current business market conditions. The individual will manage the full life cycle recruiting process in support of current and future hiring needs throughout the corporation, actively select and implement forward thinking talent attraction and sourcing strategies, will be responsible to identify and assess internal and external talent, and provide appropriate guidance and recommendations throughout the recruitment process. The Sr. Talent Acquisition Partner will be accountable for driving these strategies through collaboration with the hiring managers and human resource partners to ensure the timely and cost effective identification and selection of high quality and diverse talent required to achieve business goals. 

EDUCATION REQUIREMENTS: • Bachelor’s degree 

• Minimum 6 years of full-life cycle recruitment experience effectively executing sourcing, screening, interviewing and assessments, and closing candidates to deliver and hire highly successful, qualified and motivated talent to the organization. 
• Minimum of 3 years of experience recruiting technical, legal, medical, executive, and/or other similar hard-to-fill positions. 
• Demonstrated knowledge and ability to implement and operate recruitment function within OFCCP requirements. 
• Ability to execute recruiting strategy, including employer promotion in the marketplace, candidate management, diversity sourcing, and interview process management. 
• Expertise in recruitment technologies and tools, i.e. ATS system, LinkedIn Professional Recruiter, job boards, and other online and social network recruiting venues and techniques. 
• Strong communication skills, organizational and negotiation skills, with the ability to present recommendations and ideas to all levels within the organization. 
• Strong consulting skills and demonstrated ability to work in a team environment, as a project leader and member. 
• Ability to proactively network and establish effective working relationships. 
• Ability to balance numerous projects in a multiple function reporting structure, work under pressure and ability to re-prioritize quickly, while maintaining professionalism, poise, tact and diplomacy to accomplish objectives. 
• Exercises a high degree of confidentiality. • Ability to work independently and utilize discretionary judgment 
• Able to comprehend and produce analytical reports for recruitment related forecasting and ROI. 
• Client focused and commitment to continuous improvement. 
• Must pursue conscious cost-containment efforts in recruiting. 

Required Technical Skills: 
• Understanding of applicant tracking systems and recruiting technologies required. 
• Proficiency in MS Office (Outlook, Word, Excel, PowerPoint) required. 

ESSENTIAL DUTIES/RESPONSIBILITIES: To perform this job successfully, an individual must be able to perform each essential duty and responsibility satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or ability required. 
• Partner with hiring managers to build and execute effective sourcing, assessment, and closing approaches in order attract and hire great talent at all levels of the organization, as well as meet and exceed customer recruitment expectations.
• Identify, evaluate, and manage proactive talent sourcing plans, position and execute specific sourcing strategies, initiatives and tactics including the ATS, cold calling, networking/relationship building, internet job boards, database mining, referrals, professional outreach, agencies, and advanced sourcing techniques. 
• Build and maintain network of potential candidates through pro-active market research and on-going relationship management; conduct in-depth interviews of potential candidates, demonstrating ability to anticipate hiring manager preferences through high offer-to-interview ratios. and seek to hire the most qualified and high potential talent rather than focusing on “just’ filling open positions. 
• Possess solid and persuasive verbal, written, consulting, and platform communication skills; ability to market opportunities to candidates, present candidates to business partners, understand key conversion factors of candidates, and influence them to join the organization 
• Ability to articulate in writing a plan with deliverables, timelines and a formal tracking process. 
• Track results and future outcomes by producing and delivering analytics and metrics driven reports. 
• Interview candidates within the framework of the position specifications and OFCCP requirements. 
• Possess strong ability to screen, interview and prepare a candidate slate within an appropriate and consistent timeline. 
• Partner effectively with recruiting team peers and cross-functional partners (Benefits, payroll and HR Business Partners). 
• Maintain a high level of communication with all applicants, candidates and new hires throughout the entire recruitment process. 
• Recommend ideas and strategies related to recruitment that will contribute to the long range growth of the company, implementing any new processes and fine tuning standard processes for recruiting that fits with the company’s goals to deliver the highest quality results to our customer/s internally and externally. 
• Strong time management and analytical skills; ability to prioritize multiple projects and responsibilities 
• Ability to handle ambiguity, stressful and/or confidential situations with ease, professionalism, and savviness. 
• Participate in special projects/recruiting initiatives, including assessment of best practices in interviewing techniques, leveraging of internal sources of talent and identification of top performers for senior-level openings. 


TRAVEL REQUIREMENTS: Must be able to travel 10-25% of the time to other offices or potentially for pre-identified recruitment conferences/functions.