Job Summary: Serves as the Recruitment Operations Specialist responsible for the coordination and administration of staffing recruitment and retention activities as assigned by the Director Talent Acquisition. Provides end to end assistance and support to the Talent Acquisition Department including but not limited to the functional aspects of Relocation Management Staffing internal applicant process workflow and Continuity Program. Actively promotes the organizational mission and culture internally and externally for the purpose of improved recruitment and retention stats as well as branding opportunities and recognition.
Duties and Responsibilities: Performs duties in support of the Talent Acquisition Department and initiatives, including but not limited to: research, analytics, development of dashboard sourcing and recruiting metrics and reports. Manages the coordination of various activities across multiple NEXCOM Enterprise business departments to achieve satisfactory execution of staffing, relocation and other related functions of the Talent Acquisition Department.
– Maintains the Monthly Vacancy Posting (MVP) log and EXCOM vacancy report; prepares and promulgates staffing reports and information as required.
– Reviews, provides guidance, and submits requests for adjudication of associates’ credible Military Service for annual leave accrual purposes based on DD 214 documentation to Human Resources Information Systems Team (HRIS).
– Identifies and manages recruiting events by vetting top sourcing channels (e.g. job boards, social and professional networks, online communities and resume databases, meetups, local and/or national conferences, etc. advertising expenses, tracking, measures and reports on TA campaign results, coordinating all efforts and initiatives to optimize ROI.
– Administers the Continuity of Employment Program (CEP) for Military Family Members (MFM). Receives and reviews enterprise-wide applications for completeness and adherence to the eligibility requirements. Coordinates and tracks benefactors’ eligibility and maintains CEP records and provides data reports as required on program’s effectiveness in supporting Program’s mission of sustaining MFF’s employment status.
– Administers OCONUS transportation agreements (TAs)/Service Agreements for all activities with tours of duty and ensures TAs comply with the Joint Travel Regulations (JTR); maintains PeopleSoft (HRIS) global assignment records and TA log and reports.
– Reviews, and researches Foreign Transfer Guides for all Enterprise OCONUS locations and assists Talent Acquisition Relocation Specialist to ensure associates scheduled for transfer meet training and clearance requirements. Assists TA Specialists with APACS clearance system process, as required.
– Provides full back up support to the Relocation Coordinator and Talent Acquisition Specialists. Reviews incoming correspondence, invoices, reports, etc. Handles routine issues inquiries independently within assigned scope of authority.
– Prepares correspondences, reports, presentations, background information, etc. Utilizes a variety of computer applications and programs, including PeopleSoft, Taleo, MS Word, Excel, PowerPoint, Access, etc.
– Performs office administrative functions, including but not limited to: maintaining leave records, coordination of attendance/timekeeping functions, management of the Talent Acquisition Group supplies, coordination and execution of travel arrangements, development and management of purchase orders (POs) and processing of invoices from vendors for products and/or services received. Tracks, monitors and coordinate the TA Group’s authorized budget and department expenditures including but not limited to: processing check requests for PCS Household Good shipments, workforce planning initiatives, brand building, sourcing and recruitment, new technology, onboarding, data analytics, etc. in order to ensure successful business operations relative to Talent Acquisition.
– Talent Acquisition Record Management Coordinator: Maintains all department records, regarding all approved Recruitment and Relocation incentive documents, relocation invoices, check request, contracts, and all other documents included in the MIC (Manager’s Internal Control) and file plan management process.
– Responsible for driving forth the employer brand and build brand awareness across various media outlets.
– Manages the employer reputation, responds to and engages brand followers on media outlets to foster a positive candidate experience thru the recruitment life cycle.
– Identifies targeted candidate personas consistent with the Talent Acquisition Group’s strategies to attract applicants. Determines the appropriate channels for recruitment activities by developing partnerships with various agencies in order to build a talent network / talent community to enhance and drive diversity recruitment and retention strategies regarding disability, veterans, minorities, etc.
– Generates a pipeline of qualified leads and converts leads into viable applicants via talent sourcing that results in a network of targeted prospects for job vacancies.
– Coordinates recruitment marketing operations, and leverages technology to create and obtain relevant content consistent with industry practice and/or trends.
– Manages and maintains the Talent Acquisition SharePoint pages via coordination with the Code H Webmaster, ensuring information is current and branded.
Performs other related duties as assigned.
A total of 5 years of experience, consisting of the following:
GENERAL EXPERIENCE: Three years of responsible experience in non-routine work, which enabled the applicant to gain a good general understanding of the systems, methods, and administrative machinery for accomplishing work; the ability to analyze problems, apply sound judgment in assessing practical implications of alternative solutions and resolving the issues presented; and the ability to communicate effectively with others, both orally and in writing.
OR SUBSTITUTION OF EDUCATION FOR EXPERIENCE: 1 year of academic study above the high school level may be substituted for nine months of experience, up to a maximum of a 4-year bachelor’s degree in business, marketing, communications, or Human Resources for three years of general experience.
AND SPECIALIZED EXPERIENCE: Minimum of two years of experience that provided knowledge of the methods and procedures for the administration of staffing procedures, recruitment marketing, branding, and advertising processes, or similar administrative work that involved Human Resources. Administrative work must include: outstanding business, organizational, and analytical skills; capable of managing a high volume of detailed data with accuracy; analysis of recruitment processes and candidate selection methods; Graphic design and layout, proficiency with computer software such as MS Word, PowerPoint, Excel, HRIS and database software, etc.; general administrative work involving e-mail communications, HRIS data collection/reposts, internet website administration/maintenance, event planning and coordination, etc.; recruitment processes and candidate’s selection methods.