HR Business Partner, Talent Acquisition & Retention
Society for Human Resource Management (SHRM)
The HR Business Partner manages and coordinates organization-wide efforts to ensure that performance management (PM) and quality improvement (QI) programs are developed and managed using a data-driven focus that sets priorities for improvements aligned to ongoing strategic imperatives.
The incumbent will also conduct full life cycle recruitment in sourcing the best talent for SHRM and its affiliates (SHRM Foundation, CFGI, and HRPS), as well as maintaining effective programs for retention, promotion, and succession planning. Create an engaging, compelling recruitment process to drive candidates’ awareness and appreciation of a premier HR association. Support SHRM’s commitment to its members and profession by enhancing the talent of the SHRM and affiliate workforce.
Responsible for utilizing creative and innovative sourcing techniques to hire for all corporate disciplines. Utilize ATS to effectively source, recruit, hire and capture accurate recruiting metrics. Create an engaging, compelling recruitment process to drive candidates’ awareness and appreciation of a premier HR association. Support SHRM’s commitment to its members and profession by enhancing the talent of the SHRM and affiliate workforce.
Essential Duties & Responsibilities
• Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent;
• Collect, analyze, and maintain data gathered to inform targeted leadership development (i.e. succession planning, etc.);
• Participate in organizational strategic planning and provides leadership for PM and QI policy development;
• Research and assist in the development of PM training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns;
• Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction. Develop effective relationships within SHRM and the hiring community to have influence and impact on recruiting process and hiring.
• Develop, initiate, and maintain effective programs for workforce retention, promotion, and succession planning;
• Manage the maintenance and execution of the Performance Management System, including current job descriptions, standards of performance, and performance evaluation instruments;
• Create and maintain an environment of equal employment opportunity, diversity and competitive advantage in support of SHRM’s Diversity & Inclusion Strategic Plan.
• Conduct presentations and training;
• Assure that organization-wide Talent Management and PM initiatives are focused and aligned on improving operational and program efficiencies and effectiveness;
• Recruit for full-time, part-time, temporary, contractual and intern personnel. Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer, onboarding, etc.); Complete hiring process within the SHRM defined metrics to minimize overall time-to-start. Develop appropriate marketing strategies, define roles and responsibilities of hiring team and develop service level agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire;
• Works closely with the HRIS Manager to collect and coordinate aggregate data for talent pool and translate that data into insights through data analysis, that drives deliberate action plans at the appropriate levels;
• Develops and Implements sourcing strategies to build a pipeline of qualified candidates in anticipating hiring needs;
• Apply extensive knowledge of human resource principles, concepts and industry practices and standards in the hiring process;
• Prepares the Vice President of HR & Diversity for Media Requests, (i.e. Research), regarding HR topics and research;
• Provides project support for various talent management initiatives and ad hoc projects as needed, e.lg. organization design, performance management, workforce planning, talent development, mentoring, coaching, etc.
• Develop effective relationships within SHRM and the hiring community to have influence and impact on recruiting process and hiring.
- Senior HR Generalist, Talent Management
• Knowledge of employment law and regulations especially as they pertain to hiring and performance management.
• Knowledge of performance management and measurement concepts and techniques.
• Superior verbal and written communication skills. Professional demeanor and great telephone presence; excellent customer service skills.
• Demonstrate a high sense of urgency in filling vacancies. Strong planning and organizational skills with the ability to switch gears and focus quickly. Excellent time management/project management skills.
• Strong relationship management skills; ability to provide consultative advice to business leaders, and to interact with senior leaders.
• Ability to capture metrics and producing various employment reports.
• Knowledge of industry benchmarking practices through industry interaction and building external networks;
• Bachelor's degree with 10+ years broad HR experience with designing, developing and supporting organization-wide talent management programs and processes covering performance management, talent development, coaching, mentoring, succession planning processes and tools, data analytics and relationship management. SHRM-CP or SHRM-SCP required within first year of employment.
• Recent successful experience in recruiting all discipline areas (i.e. business, marketing, technical, and sales); as well as hiring non-exempt and exempt level positions.
• Previous experience in capturing metrics and producing various employment reports.
• Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, job postings; as well as conducting open houses and virtual job fairs.
• Experience in working with applicant tracking systems and affirmative action play requirements.
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit, use hands to finger, handle or feel objects, tools or controls; reach with hands and arms. The employee is occasionally required to stand, walk, stoop, kneel, crouch or crawl. The employee may occasionally lift up to 50 pounds.
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The Society for Human Resource Management is an equal opportunity employer (Minority/Female/Disabled/Veteran).
ACCESSIBILITY NOTICE: If you need a reasonable accommodation for any part of the employment process due to a physical or mental disability, please send an email to: firstname.lastname@example.org or TDD (703) 548-6990.
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