GENERAL DESCRIPTION:

Leads full-cycle talent acquisition efforts to attract top talent while supporting core HR functions that enhance employee engagement, ensure compliance, streamline HR operations, and drive overall organizational effectiveness.

DUTIES AND RESPONSIBILITIES:

Key Responsibilities:

Talent Acquisition (50%)

• Manage full cycle recruiting for a variety of roles, including sourcing, screening, interviewing, and extending offers.
• Partner with hiring managers to understand talent needs, develop job descriptions, define ideal candidate profiles, and align on recruiting strategies.
• Leverage and utilize various platforms (LinkedIn, Indeed, social media, etc.) universities, agencies and organizations to source active and passive candidates.
• Organizes and attends virtual and on-site job fairs and recruiting events.
• Maintain a strong pipeline of qualified candidates for current and future hiring needs.
• Execute reference, licensure and background checks
• Coordinate and lead screening, interviews and candidate debriefs.
• Ensure a positive candidate experience throughout the hiring process.
• Facilitate talent acquisition training and coaching to managers.
• Support employer branding initiatives to attract top talent and position the organization as an employer of choice.
• Track and report metrics related to time-to-fill, source of hire, and other KPIs.

HR Generalist (50%)

• Support onboarding and offboarding processes, ensuring a smooth transition for employees entering or exiting the organization.
• Assist in benefits administration, policy development, compliance, and HR documentation.
• Support employee relations by serving as a resource for employees and managers, offering guidance in alignment with company policies and best practices.
• Support performance management, training initiatives, and employee engagement programs.
• Maintain employee records and HRIS data with accuracy and confidentiality.
• Collaborate with HR leadership on special projects related to compensation, performance planning, and culture initiatives.
• Assist or lead human resource projects or any other requirements
• Travel for companywide meetings, town hall, team meetings or training may be required (5% a year)

Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. This job description does not constitute a written or implied contract of employment.

KEY SELECTION AND SUCCESS FACTORS

EDUCATION/QUALIFICATIONS:

• Bachelor's degree in Human Resource, Business Administration, or related field preferred
• Minimum of 3-5 years’ in full cycle recruiting or talent acquisition
• Knowledge of employment law and HR policies and best practices
• Ability to speak, read and write fluent English and Spanish preferred
• SHRM-CP or PHR a plus

WORK EXPERIENCE:

• Experience with ADP Workforce Now HRIS and ATS system preferred
• Excellent verbal and written communication skills
• Excellent interpersonal, negotiation, and communication skills
• Excellent organizational skills and attention to detail
• Excellent time management skills with a proven ability to meet deadlines
• Strong analytical, conflict management and problem-solving skills
• Ability to prioritize tasks and to delegate them when appropriate
• Ability to act with integrity, professionalism, and confidentiality
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.
• Occasional travel for town hall, team meetings or training may be required (not to exceed 5% a year)

OTHER/PREFERRED:

• Valid driver’s license with a clear driving record per McCoy-Rockford’s policy and proof of automobile insurance.

WORK ENVIRONMENT: (overtime, travel, physical demands, conditions)

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Employee occasionally lifts office supplies, reams of paper, mail, files, and documents to be shredded. Weight up to 20 pounds; Height floor to 36 inches; Frequency up to 1-2 times per week
• Employee occasionally carries office supplies, reams of paper, mail, files, and documents to be shredded. Weight up to 20pounds; Distance up to 300 feet; Frequency up to 1-2 times per week
• Employee occasionally pushes or pulls wheeled cart holding supplies or food to be provided to meeting participants. Force up to 20lbspounds; Distance up to 750 feet; Frequency up to 3 times per week
• Employee occasionally climbs stairs at main location to access other operational departments. Height 1 flight; Frequency up to 8 times per day
• Employee frequently walks on level surfaces to: interact with all operational departments, retrieve needed materials, deliver mail, attend meetings, and to access printer. Duration up to 3 hours per day; Distance up to 3,500 feet per day
• Employee frequently stands on level surfaces during interaction with personal from various departments and while filing. Duration up to 2 hours per day
• Employee continuously sits at desk while using the computer, talking on the phone, collating documents and/or files, and operating various types of office equipment. Employee al so sits during meetings, either as participant or taking notes. Duration up to 5 hours per day
• Employee frequently reaches during filling activities. Height from floor to over head; Frequency up to 4 hours per week
• Employee frequently reaches out while working at desk. Height from waist to shoulders; Frequency up to 15 times per hour
• Employee must occasionally bend, stoop, twist, kneel, or crawl while filing.
• Employee spends time in a climate controlled building.
• Work overtime as needed