Talent Acquisition Business Partner

KEY OUTCOMES & RESPONSIBILITIES

Key Outcome: Proactively source and recruit qualified talent to fill approved open roles and meet agency performance metrics (KPIs).

Key Responsibilities:

• Conduct full cycle recruiting – sourcing, direct recruiting, and engage with partners/college for pipelining purposes.
• Conduct phone screens and in-person interviews to assess candidate fit and qualifications.
• Proactively manage the candidate’s experience throughout the hiring process, ensuring a positive and professional impression of the company.
• Collaborate with Talent Business Partners and Senior Director, Talent to understand the agency’s long-term talent needs and align recruitment strategies accordingly.
• Utilize social media, job boards, and other recruitment channels to identify and engage with potential candidates.
• Uphold and strengthen inclusion & diversity hiring practices to attract diverse internal and external candidate pipelines.
• Partner with the Talent Team to understand and accurately represent compensation practices.
• Monitor progress of requisitions from approval to close and communicate in a timely manner with stakeholders.

Key Outcome: Collaboration with internal partners to ensure seamless coordination between the talent team and various departments.

Key Responsibilities:

• Assist with new hire orientation preparation and take ownership of completing new hire paperwork, accurately entering all required employee data into the HCM system, including personal and employment information.
• Facilitating the offboarding process and takes ownership of coordination of all necessary paperwork, documentation, and accurately filing offboarding paperwork.
• Hold 45 day connects with new hires, track and analyze onboarding feedback to enhance processes and continuously improve the new hire experience.

Key Outcome: Collaborate with senior leadership to align Talent strategies with department objectives.

Key Responsibilities:

• Work closely with leaders to understand the organization's vision and translate it into actionable Talent initiatives and engagement plans by department.
• Utilize reporting data to analyze employee relations trends and provide insights and recommendations.
• Lead and support organizational restructuring efforts to optimize efficiency and productivity assisting in communication of change initiatives, addressing employee concerns, and supporting managers in implementing change effectively.
• Collaborate with Leaders in developing talent acquisition and compensation planning strategies to attract and retain top talent.
• Share best practices with other TBP’s within the organization to ensure consistent service.
• Work cross-functionally as well as engage members of the Talent and Finance Teams to ensure the successful implementation of programs and initiatives as well as seamless work processes.
• Support the implementation of Performance Management technology (Quantum) modules to support employees and managers (e.g.: survey, feedback, Performance, 1:1s, succession planning).

Key Responsibilities:

• Foster a positive work culture through effective communication of employee engagement initiatives and action planning.
• Enable onboarding for new hires (30/60/90 performance plans) and ensure the managers are providing sufficient training.
• Design, implement, and manage employee recognition programs that align with company values and contribute to a positive workplace culture.
• Implement mechanisms for gathering ad hoc employee feedback as needed (including surveys, focus groups, or regular check-ins) to gather valuable insights into employee sentiment and engagement levels using this feedback to inform Talent strategies and initiatives.

Key Responsibilities:

• Support goal setting and performance management processes, assisting managers with goal drafting, follow-up, and continuous feedback.
• Ensure all role profiles, position openings and RFA’s are complete, approved and submitted for processing.
• Actively promote DEIB initiatives through training and support of managers and…