Talent Acquisition Supervisor

The Talent Acquisition Supervisor is responsible for leading and overseeing the organization's recruitment and hiring processes to attract, select, and retain qualified talent. This role supervises talent acquisition staff, develops recruiting strategies, manages workforce planning initiatives, and partners with business leaders to ensure staffing needs are met in a timely and cost-effective manner. The Talent Acquisition Supervisor drives continuous improvement in recruiting practices, enhances candidate experience, supports employer branding efforts, and ensures compliance with all applicable employment laws and company policies.

MINIMUM QUALIFICATIONS:

• Must be a minimum of 21 years of age.
• Bachelor’s Degree in Organizational Development, Human Resources, Business or related field required, and Three (3) years of progressive recruiting or talent acquisition experience required.
• Experience leading, coaching, or supervising recruitment teams preferred.
• Experience conducting full-cycle recruitment, including sourcing, pre-screening interviews, interviewing, candidate selection, and offer management required.
• Experience partnering with hiring managers and operational leaders to fill positions across multiple departments or locations.
• Required to pass a pre-employment drug screening and obtain and maintain an Osage Nation gaming license.
• Required to maintain a valid Driver’s License.
• Required to provide documents to show the applicant is eligible to work in the United States.
• Osage, Native American, and Veteran preference shall apply to all positions at Osage Casinos.
• Applicants must be able to perform all essential functions of job duties with or without reasonable accommodation.

This list of duties and responsibilities is illustrative only of the tasks performed by this position and is not all-inclusive.

COMMUNICATION:

• Makes efforts to keep informed of company information and communications by reviewing property bulletin boards, digital signage, and company newsletter.
• Conducts at least bi-weekly One-on-One meetings with direct reports, soliciting input from employees.
• On an individual basis or in a group format, explains why, shares information, and communicates the purpose of decisions to applicable staff.
• Ensures company information provided by management is effectively communicated.

GUEST SERVICE:

• Provides excellent internal and external guest services, always treating internal and external guests with courtesy and consideration.
• Cooperates and communicates with all fellow employees, always exhibiting mutual respect and consistently projecting a positive, helpful image/attitude.
• Responsible for promoting outstanding guest relations.

REGULATORY COMPLIANCE:

• Monitors all relevant activities of the area of responsibility, to ensure that all applicable laws, rules, regulations and controls of the organization, and the National Indian Gaming Commission (NIGC) and the Osage Nation Gaming Commission (ONGC) are understood and enforced by all applicable personnel.
• Maintains excellent working relationships with other Company staff and all applicable regulatory commissions and other agencies as may be applicable to ensure compliance.
• Performs all duties in accordance with company core values, objectives of the Osage Nation, internal policies and procedures, as well, as applicable laws and gaming regulations, including but not limited to, the state-tribal compact, IGRA, MICS, ONGR, the Bank Secrecy Act, Office of Foreign Asset Control, USA Patriot Act and Privacy Act.
• Ensures assigned staff are aware of, understand and comply with regulatory requirements and enforces regulatory standards through discipline when necessary.

DEPARTMENT OPERATIONS:

• Lead, coach, and mentor recruiters to achieve hiring goals and maintain high recruiting standards.
• Conduct performance reviews, provide ongoing feedback, and support professional development.
• Ensure consistent application of recruitment processes and best practices across all locations.
• Oversee the recruitment lifecycle, including workforce planning, sourcing, screening, interviewing, selection, and offer processes.
• Support recruiters with difficult-to-fill, critical, and leadership-level positions.
• Monitor requisition workloads and ensure timely hiring outcomes.
• Conduct telephone, virtual, and in-person pre-screening interviews to assess candidate qualifications, experience, cultural fit, compensation expectations, and availability.
• Review applications and resumes to identify qualified…