Talent Acquisition Manager - Burnett Specialists

The Talent Acquisition Business Partner is a high visibility and high engagement role that connects recruitment efforts with business objectives. With a strong emphasis on proactive recruiting and retention of top talent, this role promotes collaboration across the organization, focuses on effective people management, fostering a positive work environment, and developing comprehensive compensation and benefit programs.

Supervisory Responsibilities: 

• The Human Resources Generalist reports directly to this role 

Essential Functions, Duties & Responsibilities:

• Build and maintain strong, proactive relationships with business leaders to understand their business needs and operational labor challenges with a goal of providing tailored recruitment solutions and support.
• Initiate recruitment strategies for the entire workforce and be at the forefront of developing specialized talent pipeline programs, including partnerships with universities, technical schools, and community engagement activities.
• Strengthen and implement all recruitment initiatives and processes including sourcing, interviewing, and hiring while ensuring alignment with the company’s vision, values, and strategic long-term staffing objectives.
• Utilize technology to improve recruitment and marketing efforts, enhancing the company’s employer brand to ensure effective talent acquisition and outreach.
• Use data-driven insights to inform HR practices and support decision-making across business units.
• Analyze HR trends and metrics to develop innovative recruitment strategies for evergreen workforce positions, addressing labor needs and supporting business growth.
• Maintain a thorough understanding of legal requirements related to recruitment, retention, and employee exits, ensuring compliance with regulations and minimizing legal risks. Collaborate with Legal and Compliance teams as necessary.
• Identify strategies to increase staff engagement and retention including leadership and staff development, regular feedback and coaching opportunities, career pathing and consistent promotion of the company’s culture and core values.
• Develop and implement performance management processes that ensure managers are prepared to engage in constructive, ongoing feedback and coaching and encourage staff to actively participate in identifying and addressing performance gaps in a timely manner.
• Benchmark, develop and implement competitive employee compensation and benefit programs including base pay, incentives, annual salary adjustment/merit process, promotions, reclassifications, employee recognition and referral programs, etc.
• Perform other duties as assigned.

Knowledge, Skills & Abilities:

·       High professionalism and confidentiality. 

·       Excellent verbal and written communication skills. 

·       Strong relationship-building and leadership skills. 

·       Sound judgment and knowledge of employment laws. 

·       Able to work independently with minimal supervision while showing reliability and accountability.

·       Use forward critical-thinking solutions to resolve challenges effectively.

·       Ability to manage multiple projects in a fast-paced environment. 

·       Detail-oriented with strong organizational skills. 

·       Proficient in Microsoft Suite, HRIS, and ATS. 

 
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