COMPANY WEBSITE: https://enterprisemgmtinc.com/
ALTERNATIVE TITLE(S): Recruiter
COMPANY: Enterprise Management Solutions, Inc.
DIVISION: Human Resources & Administration
DEPARTMENT: Human Resources
UNIT: Talent Acquisition
ACCOUNTABLE TO: Chief Human Resources Officer (CHRO)
CLASSIFICATION: W8BEN Independent Contractor. 40 hours per week. Exempt.
WORK SCHEDULE: 40 hours per week in virtual HR suite at 3310 Eastern Avenue, Baltimore, MD 21224 office from the hours of Monday to Friday from 8:00 AM EST to 5:00 PM EST
ANTICIPATED TRAVEL: 0% of the time.
SUMMARY OF POSITION RESPONSIBILITIES: This is all about finding and bringing in the right people. Depending on the size of your company, you might have a dedicated team or just one person handling this. They use various strategies and tools, ranging from job portals to recruitment drives, to ensure the best talent joins the company. A Talent Acquisition Specialist, also known as a Recruiter or Talent Sourcer, is responsible for finding, attracting, and hiring top talent for an organization. Overall, Talent Acquisition Specialists play a critical role in helping organizations attract and retain top talent, contributing to their success and growth by building high-performing teams. Their main objective is to ensure that the company has a steady stream of qualified candidates to meet its staffing needs. Here's a detailed job description for a Talent Acquisition Specialist:
Sourcing Candidates: Utilize various methods to identify and attract potential candidates, including online job boards, social media platforms, professional networking sites, employee referrals, and direct sourcing techniques.
Screening and Assessment: Review resumes, conduct phone screens, and perform initial assessments to evaluate candidates' qualifications, skills, and fit for the position and the company culture.
Interviewing: Coordinate and conduct interviews with candidates, both in-person and virtually, to assess their capabilities, experience, and cultural alignment with the organization. They may also collaborate with hiring managers to facilitate interviews and gather feedback.
Candidate Relationship Management: Build and maintain relationships with candidates throughout the recruitment process, providing them with timely updates, feedback, and support to ensure a positive candidate experience.
Offer Negotiation and Closing: Work with hiring managers and HR to negotiate job offers, including compensation, benefits, and other terms of employment, and facilitate the offer acceptance process.
Talent Pipeline Development: Proactively build and maintain a pipeline of potential candidates for current and future hiring needs, ensuring a continuous flow of qualified talent into the organization.
Employer Branding: Promote the organization's employer brand to attract top talent, including developing compelling job postings, participating in employer branding initiatives, and showcasing the company's culture and values to potential candidates.
Data Analysis and Reporting: Track and analyze recruitment metrics, such as time-to-fill, source of hire, and candidate conversion rates, to identify areas for improvement and optimize recruitment strategies.
Compliance and Documentation: Ensure compliance with relevant employment laws and regulations throughout the recruitment process, and maintain accurate records of candidate interactions, interviews, and hiring decisions.
Collaboration and Stakeholder Management: Collaborate closely with hiring managers, HR colleagues, and other stakeholders to understand hiring needs, align recruitment strategies with business objectives, and provide regular updates on recruitment progress.
SCHEDULED DUTIES AND RESPONSIBILITIES:
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For onboarding staff at the beginning of their work cycle:
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if employed / contracted by HolBrock Estates Supportive Housing Programs, Community Wellness Outpatient Mental Health Center, Community Wellness Psychiatric Rehabilitation Program, LightHouse Behavioral Health Center, Freedom Healthcare, advise the payroll unit of which caseload the provider is assigned to which should correlate with the provider's job title and ensure the payroll unit has added the provider to the master sheet and compensation sheet properly
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For offboarding of staff at the end of their work cycle:
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Attend to calls routed to you from the phone system within your scope or warm transfer to the appropriate party.
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Respond to voicemails within 2 business hours.
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Acknowledge all email inquiries that apply to your role within 1 business hour. For emails that do not apply to you ensure they are warmly handed off to the appropriate team member.
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Initiate resolutions to tickets routed to you from the intranet within 4 business hours.
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Based on position title, ensure the appropriate supervisor is assigned to new hires in Paycom.
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On an annual basis, between the 1st -15th of January, compile and save to the repository the workforce analysis.
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Be a “doer” not just a “delegator”.
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Ensure all active job descriptions in Paycom with assigned position seats remain posted through as a corresponding requisition at all times; even after the position is filled.
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Sponsor postings for Indeed ads only for vacant positions.
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With the goal of having zero unscreened applicants at the end of each day and building the candidate pool in the event of a vacancy, screen all applicants daily; rejecting those that do not qualify for the position applied and rating those who do qualify.
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Assist the supervisor with any work related tasks as requested.
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Ensure continuity of services in your absence. Delegate the ranking staff person(s) to assume your responsibilities for absences beyond normal non-working hours.
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Draft and issue all new hire offers / contracts based on job description, budget and role specific guidelines.
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In collaboration with the HR Generalist, enroll all new hires into orientation.
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All HR team members with the exception of the talent acquisition specialists may serve in the capacity of a life cycle liaison. The life cycle liaison is responsible for ensuring the assigned new hire completes orientation on time and ensures the new hire's HR record is compliant with the checklist standard at all times.
- Enroll all new hires into orientation by scheduling orientation date and assigning a life-cycle liaison.
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Document and maintain these assignments on the HR Dashboard google sheet and notify the assigned staff as changes are made.
UNSCHEDULED DUTIES AND RESPONSIBILITIES:
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Prioritize fulfillment of emergent needs of the organization as it relates to staffing, CEO initiatives and HR compliance.
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In collaboration with the CEO, spearhead the engagement with staffing agencies as needed; maintaining the staffing contracts on file and organized in the talent acquisition folder of the google drive.
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Consult with the CEO and executive team regularly to implement improvements within your scope on a continuous basis.
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Works with other department / division heads to monitor the financial activities each department and make recommendations.
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Participate in external and internal audits/surveys (CARF/CSA/OHCQ) as directed by the supervisor.
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Participates in quality assurance and performance improvement plans by completing periodic audits or other activities to ensure regulatory compliance and/or improve service delivery.
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Assist the supervisor with any work-related tasks as requested.
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Collaborate with and serve as program POC for external treatment providers and outside agencies as needed.
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Responsible for following regulations of COMAR, CARF, any other regulatory body, and company policies/ procedures related to service delivery and documentation and co-facilitating orientation of all new hires to these as well.
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Support the maintenance of a safe environment by participating in training and drills as requested.
PHYSICAL DEMANDS: Regularly walk, stand or stoop; occasionally lift, carry, push, pull or otherwise move objects weighing up to 25 pounds; and regularly drive a motor vehicle.
WORKING CONDITIONS: Some work is performed in an office.
DISCLOSURES: The specific statements shown in each section of this job description are not intended to be all inclusive. They represent typical elements and criteria considered necessary to perform the job successfully. The job’s responsibilities/tasks may be modified and/or expanded over time. Company will inform the personnel member when changes in the respective job description are made.
