Afni is hiring a Talent Acquisition Lead who is responsible for leading the recruitment team and working with internal business partners to fill their staffing needs. They do this by understanding the staffing needs of their assigned business areas and developing the strategy that is implemented with the interviewing team that will lead to hiring qualified individuals to fill those needs. The Talent Acquisition Lead's success is measured by meeting hiring targets, time-to-fill commitments, and 90-day retention.

What you will be doing:

• Full cycle recruiting:
  • Lead Talent Acquisition team to ensure daily, weekly and monthly metrics are achieved and maintained.
  • Plan and execute successful recruitment events supporting targeted needs of the organization (career fairs, realistic job previews, etc.).
  • Meet established hiring targets, time-to-fill commitments, and 90-day retention goals.
• Team Development and Coaching:
  • Provide ongoing development of the Talent Acquisition recruitment team to ensure growth and a high level of performance.
  • identify and provide recommendations to continuously improve the recruitment processes and the tools used to ensure optimal team performance.
  • Support multi-site recruitment by working with Talent Acquisition Team to develop new ways to connect with candidates remotely (email, phone, text messaging) as well as in-person.
  • Stay informed of industry trends, competitive employment landscape (including wages), market intelligence, and innovative recruiting techniques to attract and compete in a competitive market.
  • Identify proactive action plans when progress in filling roles is lacking and ensure business partners have clear understanding of mitigation plans.
• Business Partnership and Compliance:
  • Work closely with hiring managers to understand the requirements and expectations of the job(s). This includes conducting first hand assessment of the position(s) to be filled.
  • Partner with HR colleagues and hiring managers to develop creative recruitment and retention strategies for open positions and in anticipation of future workforce planning needs.
  • Assist in providing clear and concise reporting to business leaders and HR colleagues for tracking progress in sourcing candidates for current as well as anticipated open roles.
  • Ensure recruitment processes comply with Afni policies and federal and state guidelines. Properly document and maintain records.

What you will need:

• Associate degree in Human Resources, Business or equivalent.
• Two or more years of human resources, recruitment, administrative, or related experience.
• Experience and proficiency with various web-based software applications and applicant tracking systems.
• Demonstrates a deep knowledge of recruiting, including recruiting strategy development, candidate sourcing, pipeline management and assessment/selection processes.
• Effectively uses technology including the navigation of recruiting tools (ADP, Smashfly, Sourcing tools, Job boards and Social media)
• Demonstrates awareness of how decisions affect other parts of the organization.
• Selects approaches based on available information and business objectives and perceives the impact and implications of decisions.
• Strong organizational skills with exceptional follow through and attention to detail.
• Strong time-management and prioritization skills, able to multi-task and prioritize competing requirements and meet deadlines.
• Ability to work in a fast-paced environment in which requirements constantly change.
• Proven success in an accountability-based culture.
• Demonstrated integrity in all business interactions and personal commitments.
• Knowledge of recruiting laws and practices.
• Exceptionally high degree of professionalism and integrity.
• Possesses the accountability and personal responsibility to own and drive results.
• Provides clear and concise reporting to business leaders and HR colleagues for tracking progress in sourcing candidates for current as well as anticipated open roles.
• Assists in building action plans where progress in filling roles is lacking and ensure business leaders have clear understanding of mitigation plans.
• Fosters and maintains strong internal relationships with HR colleagues and business leaders.