TEST in Columbia, Missouri at MEM Insurance

SUMMARY:

The Talent Acquisition Consultant serves as a strategic talent advisor responsible for attracting, assessing, and hiring top talent to support MEM’s workforce needs and long-term business objectives. This role partners closely with leaders to provide guidance on recruiting strategy, candidate assessment, workforce planning, and selection decisions while delivering a high-quality candidate experience. The position manages the full recruitment lifecycle, develops proactive sourcing strategies, oversees internship and high-volume hiring programs, and leverages data and market insights to continuously improve recruiting outcomes. Additionally, the Talent Acquisition Consultant drives process optimization, employer branding, and recruiting technology initiatives to ensure MEM maintains a competitive, efficient, and future-focused talent acquisition function.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Acts in accordance with MEM's vision, mission and values

Talent Advisory

• Develop and execute a forward-looking Talent Acquisition (TA) strategy aligned with MEM’s goals, in partnership with the HR Director.
• Serve as a trusted advisor to hiring leaders, offering coaching on structured interviewing, assessment feedback, candidate selection, and inclusive hiring practices.
• Deliver data-driven insights to improve recruitment outcomes, workforce diversity, and alignment with organizational talent needs.
• Drive innovation and continuous improvement within Talent Acquisition to align with the market and best practices
• Regularly monitors recruitment performance metrics to ensure alignment towards the needs of the business
• In coordination with HR leadership, implement and refine feedback mechanisms to enhance the end-to-end candidate experience.

Consulting & Workforce Planning

• Ensure alignment with hiring managers on role expectations, candidate profiles, and timelines through recruitment intake meetings
• Collaborate with the Organizational Development Consultant and business leaders to ensure recruiting efforts are integrated with broader workforce planning and capability-building strategies.

Candidate Experience

• Serve as the primary point of contact for candidates, ensuring a seamless, professional, and timely experience from initial engagement through offer acceptance.
• Integrate and reinforce MEM’s Employee Value Proposition in all candidate-facing materials and communications.

Full-Cycle Talent Acquisition

• Manage all phases of the recruitment lifecycle, including sourcing, screening, interviewing, offer negotiation, and onboarding.
• Coordinate pre-employment processes such as background checks, drug screening, and completion of administrative requirements.
• Partner with internal stakeholders to ensure readiness (i.e., equipment needs etc.) for new hires and successful integration into the organization.

Talent Marketing & Outreach

• Develop and post targeted job advertisements through local partnerships and digital platforms to attract a broad and diverse talent pool.
• Proctively sourcing and developing talent pools through internal and external pipelines to support both external recruitment and internal mobility.

Compliance & Documentation

• Ensure recruitment practices are in compliance with all relevant federal, state, and local employment laws, as well as internal standards.
• Maintain accurate and organized records on candidate activity, hiring decisions, and manager interactions to support audit readiness and data retention requirements.

High-Volume Hiring & Internship Management

• Adapt seamlessly to periods of high-volume hiring by managing interview schedules, assessments, and related processes, while partnering closely with hiring managers to drive timely and effective hiring outcomes
• Administer and optimize the Applicant Tracking System (ATS) to manage candidate pipelines and hiring workflows.
• Oversee the internship program by partnering with hiring managers to structure onboarding, define project goals, and deliver a high-value experience that supports early-career talent development.

Optimization & Special Projects

• Drive cross-functional projects aimed at evolving and future-proofing the TA function, including process redesign, system improvements, and employer brand initiatives.
• Identify and implement recruiting technologies that enhance efficiency, such as automation, AI-driven sourcing tools, and streamlined scheduling solutions.
• QUALIFICATIONS:

Education:

Bachelor’s Degree HR/Business Administration preferred

Designations/Certifications:

SHRM Preferred

Licenses

• A valid drivers’ license is required.

Experience:

5-7 years Talent Acquisition, Recruiting environment

Competencies

• Attracts Top Talent
• Communicates Effectively
• Decision Quality
• Business Insight
• Balances Stakeholders
• Strategic Thinking
• Values Differences
• Manages Ambiguity
• Plans and Aligns
• Drives Results

Technical Skills

• Applicant Tracking System Management
• Data-Driven Recruiting
• Candidate Sourcing
• Passive Candidate Engagement
• Sourcing Channel Optimization
• Policy and Regulation
• Compliance Management
• Presentation Skills
• Workflow Management
• Business Systems Expertise
• Business Intelligence Reporting
• Planning and Organizing