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Talent Acquisition Manager – Manager (PSU2126)

Additional Levels

Additional levels that exist for this job profile can be seen below.

Job Strings

The defined natural career progression within or between job profiles.

Talent Acquisition



Job Summary and Representative Duties

The Talent Acquisition Manager directs the talent acquisition and recruitment functions of the University; aligns the talent acquisition structure, processes, and plan with the University’s recruiting goals and established strategy; oversees specific talent acquisition activities including talent evaluation, job advertising, and talent prospecting; manages business processes to promote a consistent, effective, high quality candidate experience.

  • Develop and implement a talent acquisition strategy that promotes the University as an employer of choice, provides a responsive and engaging candidate experience, and establishes a recruiting framework that empowers business units to acquire desired talent
  • Manage and evaluate recruiting, sourcing, and hiring activities; oversee the requisition lifecycle process; develop workflows that enhance the customer experience; develop and implement strategies to increase quality of hires while decreasing hire times; manage daily transaction volume and workloads related to the hiring process
  • Advise the University community regarding recruiting and sourcing policies and procedures; research and evaluate talent acquisition practices to ensure compliance with applicable laws; establish University wide standards for best hiring practices; provide expertise related to legal compliance and policy interpretation; collaborate with cross-functional teams to ensure operational alignment with legal requirements and guidance
  • Provide recruiting services to clients; identify opportunities to expand services; develop innovative recruitment strategies to build diverse, high-quality candidate pools based on current and future University needs
  • Identify and develop solutions for business process challenges; collaborate with application teams to communicate business needs, expand capabilities, and test system enhancements to improve system functionality
  • Perform audits to ensure consistency, compliance, and efficiency; compile, analyze, and leverage data to inform process improvements
  • Investigate and resolve complex issues; collaborate with unit HR, department faculty and staff, and technology teams to develop solutions
  • Plan, direct, supervise, coordinate, and evaluate the work activities of the talent acquisition team; provide development opportunities; deliver training and disseminate information to ensure consistent service

Level Matrix

Level:
– Manager
Base Description:
– Manages direct reports where primary duty is the management of a working unit.
Level Summary:
– Demonstrates proficient ability in work design, project management, financial planning and development of goals for accomplishing unit assignments. Reviews and guides work to ensure conformity to policy and effective approaches. Evaluates employee performance and recommend development opportunities. Demonstrates ability to coach employees. Presents and communicates key university indicatives and connects it to unit contributions. Provides broad guidelines. Develops, evaluates, enhances, and/or implements quality improvement practices. Recommends innovative solutions.
Supervisory Responsibilities:
– Oversees a team (typically 4 or more; no fewer than 2) full
– time direct reports of individual contributors and/or first level supervisors.
Fiscal Responsibilities:
– Monitors and tracks department/area budget
– May plan, forecast, and/or assist in developing budgets
– May have final signature authority for specific area
Problem Solving:
– Encounters varied and complex problems
– Helps to develop creative and/or novel approaches to resolve problems that are difficult in nature but within limited scope
– Modifies, adapts, or refines guidelines if necessary to resolve issues or problems
Independence of Action:
– Works independently on complex or strategic assignments
– Uses existing practices and advanced working knowledge to determine appropriate work methods for the team
– Reviews completed work of others for conformity to policy, and effectiveness of approach
– Delegates advanced tasks to others
Communication and Collaboration:
– Communicates with both internal and external audiences
– Collaborates closely with team members and various areas across the University
– Prepares written and/or verbal presentations or proposals on complex issues and delivers to a broad variety of audiences
– Communicates key university initiatives and how unit’s work contributes to their achievement
– Presents ideas, concepts and instructions in a clear manner, and uses persuasion and negotiation to build consensus and cooperation
– Establishes and maintains networks to facilitate successful communication among units
Salary Structure
  • Comp Grade – 11
  • Minimum – $68,200.00
  • MidPoint – $85,200.00
  • Maximum – $102,300.00
Critical Skills
  • Business relationship management
  • Cultural competency
  • Data Analysis
  • Job evaluation
  • Needs Assessment
  • Policy implementation
  • Presentation Skills
  • Process development
  • Recruiting
  • Strategic Planning
  • Trend analysis
  • Vendor management
FLSA Exemption Status
Exempt
Minimum Education
Bachelor's Degree
Minimum Experience
8+ years of relevant experience, includes 3+ years of supervisory experience
Equivalency
An equivalent combination of education and experience accepted