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Talent Acquisition Manager

Driven by a commitment to research, quality and service, PDI, Inc. provides innovative products, educational resources, training and support to prevent infection transmission and promote health and wellness. Encompassing 3 areas, our Healthcare, Sani Professional
and Contract manufacturing divisions, we develop, manufacture and distribute leading edge products for North America and the world.
We have several locations across the US and are looking for new Associates to join our team!
POSITION PURPOSE
This role is responsible for the execution of full life-cycle recruiting function. (S)he will serve as the primary point of contact for candidates and recruiting subject matter expert (SME) for the business. Responsible for developing and executing hiring plans
and working closely with the business to design the recruiting approach to achieve articulate demand. Leverage recruiting expertise to influence key internal stakeholders on recruitment activities. (S)he will be measured on their ability to deliver in addition
to constantly innovate its effectiveness/efficiency. (S)he will manage the day-to-day activities of the entire recruiting process across both NP and PDI within multiple locations, utilizing best practices in full life-cycle recruitment.
ESSENTIAL FUNCTIONS AND BASIC DUTIES
? Manage the interview and hire process including: sourcing and screening resumes, selecting candidates for interview, conducting interview kick-offs and debrief sessions, managing offer approval process, extending offers and rejecting candidates.
? Utilize the ATS/HRIS (Ultimate Software) to maintain timely and accurate data and move all candidates/applicants through the process up to onboarding.
? Continuously build and strengthen relationships with internal stakeholders.
? Partner with Hiring Managers and respective HRBP?s to understand the hiring needs of the organization.
? Ensure consistent communication to hiring teams regarding candidates and search status.
? Resolve escalated issues and/or address tactfully with minimal direction.
? Manage ongoing cultivation and relationship building with candidates for current and upcoming needs to provide a market-leading candidate experience.
? Work with T/A team to evaluate each opening and select primary lead based on abilities, workload and working relationships within the organization.
? Utilize recruitment results to drive strategies and target talent effectively.
? Work with selected vendors for candidate presentation and selection and manage search results.
? Play an integral role in the annual budget process by continually reviewing Vendors and Recruitment tools utilized
? Prepare interviewers for interviews, transitioning relevant candidate-specific information.
? Develop and maintain a Marketing strategy to reach and attract a pool of qualified candidates.
? Ensure our selection methodologies are aligned, clear, consistent, and result in the right hiring decisions.
? Verbally extend offers of employment leveraging Director HR/HRBP for guidance around complex negotiations.
? Plan, conduct and participate in post-offer pursuit activities (i.e., communications, office visits, and answering questions).
? Work with Finance and Accounting on review of invoices and monitor of cost spending.
? Manage ongoing candidate relationship from offer acceptance to onboarding, including reference, background checks and pre-employment screenings.
? Deliver against individual recruitment goals/targets, in addition to managerial responsibilities by utilizing reports and analytics.
? Respond to and coordinate Temporary staffing needs for NP and PDI Corp and R&D.
? Identify networking opportunities to enhance brand image and continued professional development (i.e: Community outreach, College/Career Fairs, etc.). Actively seek out and propose new and novel recruiting avenues.
? Perform other duties as assigned.
PERFORMANCE MEASUREMENTS
1. Time-to-fill
2. Cost-per-hire
3. Quality-of-hire
Requirements
QUALIFICATIONS
EDUCATION/CERTIFICATION:
? Business/HR related Bachelor?s Degree preferred
? Recruitment certification or PHR a plus
REQUIRED KNOWLEDGE:
? Obvious and demonstrated understanding of talent acquisition
? Ability to strategically source diverse candidates by utilizing various sourcing methods: in LinkedIn Recruiter, Indeed, Job boards, ATS systems and through social media
? Obvious and demonstrated ability to work effectively in a fast-paced, multi-tasking environment with strong attention to detail
? Experience in managing multiple projects, with expected parameters and tight deadlines.
? Obvious and demonstrated ability to influence others, build strong relationships and networks
? Obvious and demonstrated analytical decision-making and problem-solving skills
? Obvious and demonstrated administrative proficiency i.e. MS Office experience plus ATS/HRIS experience required. Direct experience with Ultimate Software a plus.
? Strong written/verbal communication skills; strong interpersonal skills and presentation abilities with the ability to effectively communicate with individuals both internal and external to the organization with proven ability to communicate to customers/clients
in a clear, focused and concise manner.
EXPERIENCE REQUIRED:
? At least 8-12 years directly related Human Resources experience, with at least 5 years in Full Life-Cycle Recruitment
? Prior recruitment experience in a Manufacturing, Technical or Pharmaceutical environment across multiple locations/disciplines required, with a focus in R&D, Sales, Engineering, Operations and QA/RA a plus with an understanding of hiring at all levels.
? Solid understanding of applicable Federal and State laws that would impact hiring decisions
? Previous experience in a Lead or Supervisory role required.
? Previous experience in designing or implementing an ATS preferred
SKILLS/ABILITIES:
? Ability to handle confidential information in a professional manner
? Self-motivated with critical attention to detail, deadlines and reporting
WORKING CONDITIONS
NONE: No hazardous or significantly unpleasant conditions.
INTENT AND FUNCTION OF JOB DESCRIPTIONS
Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions.
Well-constructed job descriptions are an integral part of any effective compensation system.
All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined
to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by
supervisors as deemed appropriate.
In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or
others or which impose undue hardships on the organization.
Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.
Nice-Pak Products, Inc. (NP) is the global developer, manufacturer and marketer of pre-moistened wipes for the consumer market, specializing in personal care, hygiene, household cleaning and disinfection products.

  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
  • Please view Equal Employment Opportunity Posters provided by OFCCP
    here
    .
  • The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access
    to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure
    is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41
    CFR 60-1.35(c)
  • Please refer to the Company?s Substance Abuse Policy which protects the safety and well-being of all associates and potential associates.

 

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