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Sr. HR Business Partner – Talent Acquisition

Indianapolis Public Transportation Corporation (INDYGO)


Location:
Indianapolis, Indiana 46222
Date:
08/23/2017
2017-08-232017-09-22
Job Type:
Employee
Job Status:
Full Time
Categories:
  • Employment/Recruitment
Indianapolis Public Transportation Corporation (INDYGO)
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Job Details

POSITION PURPOSE

The Sr. HR Business Partner – Talent Acquisition will develop and implement hiring strategies to meet the demands and hiring goals of IPTC, while ensuring hiring results produce candidates that fulfill the necessary requirements. The incumbent will take lead on full-cycle talent acquisition (on-boarding/off-boarding), from sourcing to selection to offer, across all job classifications and grades, recruitment pipeline strategy and implementation for volume hiring needs, such as union and non-union positions, talent acquisition partnering, planning and problem solving with hiring managers and HR Business Partners that support talent acquisition.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

To be successful in this role, an individual must be able to perform in a satisfactory manner the functions listed below. The company will make reasonable accommodations to enable individuals with disabilities to perform these functions.

ESSENTIAL FUNCTIONS

  • Meets hiring goals by identifying, sourcing, recruiting, and screening highly qualified candidates across all job classifications and grades.
  • Partners directly with the IPTC Executive Team to understand the intricacies of their business, assess talent needs and provide strategic guidance/counsel.
  • Assists managers with the development or revision of job descriptions to ensure roles address competencies and skills needed and are fillable in the job market.
  • Partners with hiring managers to build comprehensive recruitment plans, clarify required job skills and competencies, and use the best sourcing strategies and techniques for each job classification.
  • Oversees recruitment strategy/plan which includes developing a pipeline strategy that proactively funnels candidates into constant, high-volume hiring needs with a emphasis on Coach Operators and Mechanics.
  • Sources candidates using networking, social media, events, competitive intelligence/research, sourcing tools such as employee referrals, diversity, local colleges and other recruitment outreach.
  • Ensures requisitions are complete, opened, activities/candidates tracked and closed in Applicant Tracking System (ATS).
  • Partners with the Public Affairs and Communications Division on employment branding strategy to better positon IPTC in the job market and promote its value proposition.
  • Manages advertisement budget and coordinates the advertising process, including writing and placing ads while ensuring optimal cost-effectiveness; recommends the most appropriate and effective advertising sources; tracks the effectiveness of the various advertising strategies to continually improve processes.
  • Reviews resumes against job requirements, conduct candidate phone screens/assessments against qualifications and present to hiring managers.
  • Partners with compliance officer to monitor IPTC’s Equal Employer Opportunity (EEO) Program.
  • Ensures that all hiring selection processes, such as testing protocols, background checks, completed applications, references, and other conditions of hire are met for each job classification prior to offer stage.
  • Obtains and assure all appropriate documents are in place prior to making final job offers, and ensures offer letters follow all IPTC protocols and are completely accurate.
  • In conjunction with the VP of Human Resources and the Finance Division, ensures the integrity of the wage and salary, by following established protocols which includes; but is not limited to making appropriate wage and salary offers.

OTHER FUNCTIONS

  • Manage third party staffing agency contract(s).
  • Ensures all recruitment activities are in compliance with Equal Employment Opportunity laws, organizational policies and procedures and the collective bargaining agreement.
  • Partners with the IPTC Executive Team to develop organizational structure/charts; talent acquisition reports and metrics that enable analysis to improve recruitment performances, such as time to fill, cost to fill and new-hire retention rates.
  • Maintains strategic relationships with professional associations, local colleges, universities and vocational schools to support pipeline strategies and internship and apprenticeship programs.
  • Performs other duties as assigned.

SUPERVISORY RESPONSIBILITIES

  • Directly supervises one or more employees.
  • Applies supervisory responsibilities according to organizational policies and applicable laws.
  • Interviews, hires, and trains employees; plans, schedules, assigns, and directs work; evaluates and manages employee performance; addresses complaints and resolves employee issues.

Requirements

EDUCATION AND/OR EXPERIENCE

To perform this job successfully, an individual must have the following education and/or experience.

  • Bachelor’s degree with coursework in Human Resource Management, Labor Relations, Organizational Development, I/O Psychology, Benefits, or a related field required; Master’s degree preferred.
  • PHR or SPHR / SHRM-CP or SHRM-SCP certification preferred.
  • Previous experience with HRIS, ATS and/or Payroll Systems required; ADP preferred.
  • Minimum of five (5) years of strategic recruitment experience required to include recruiting, interviewing, marketing, advertising composition and interaction with the public; experience in a union environment preferred.
  • Flexibility to work overtime both in peak season and as needed required.

KNOWLEDGE, SKILLS, AND ABILITIES

The requirements listed below are representative of the knowledge, skills, and/or abilities required to perform each essential duty satisfactorily. The company will make reasonable accommodations to enable individuals with disabilities to perform these functions.

  • Advanced knowledge and proficiency in using social media, jobs websites, Internet research, data-mining and sourcing techniques.
  • Advanced knowledge and proficiency using a variety of selection techniques, such as behavioral interviewing, and adhering to employment compliance laws and regulations.
  • Experience mining an ATS and generating reports to monitor hiring metrics and sourcing productivity.
  • Knowledge and experience in human resources policies and processes, including but not limited to employee and labor relations, recruiting and selection, personnel files, compensation and benefits, performance and development.
  • Advanced Proficiency using a computer and related technology, including proficiency with Microsoft Office, the internet, software applications, and complex spreadsheets and databases.
  • Advanced knowledge of local, state and federal Wage and Hour Division regulations.
  • Advanced Knowledge of local, state and federal EEO and Title VII regulations.
  • Proficiency in EEO/AAP design and analytics including EEO -1 Reporting and underutilization analysis.
  • Ability to use appropriate selection techniques based on roles and selection process for each job classification.
  • Strong written and verbal communication skills; strong listening skills.
  • Ability to communicate effectively, both orally and written, with individuals and groups regarding corporation policies and procedures, using tact, patience and courtesy in dealing with angry or upset individuals.
  • Ability to direct, influence, and motivate others.
  • Ability to process and analyze data.
  • Above average mathematical abilities (addition, subtraction, multiplication, division, percentages, ratios, and fractions).
  • Ability to develop and monitor a budget and to track and control expenses and revenues.
  • Above average decision-making abilities in a time sensitive environment.
  • Ability to prioritize, organize, and manage tasks and time effectively; flexibility and adaptability are required.
  • Ability to operate laptops, tablets and two-way communication devices, office equipment, including copiers, fax machines and phones; including basic troubleshooting techniques.

PHYSICAL DEMANDS

The physical demands described here are representative of those an individual must meet to successfully perform the essential functions of this job. The company will make reasonable accommodations to enable individuals with disabilities to perform these functions.

  • Ability to work in a fast-paced, deadline-oriented office environment.
  • Ability to work independently with minimal supervision.
  • Ability to stand and sit for long periods of time, to kneel/bend, and to move throughout the workday, occasionally between departments and/or facilities.
  • Strong sensory skills, such as good hearing and good eyesight, including the use of color perception and peripheral vision.
  • Ability to speak clearly.
  • Ability to lift and/or carry 30 lbs.
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