Talent Acquisition Specialist

As a member of the University of Rochester’s Advancement staff and reporting to the Talent Management and Human Resource Director, this position will take part in the department’s talent management strategy, execution, and evaluation, while working cohesively with the Director and department hiring managers. Overall functions will include the oversight of recruiting, interviewing and hiring and employee lifecycles for positions at a paygrade 55 and below, with screening and sourcing of candidates for positions at a paygrade of 58 and below. This position will interact heavily with all levels of Advancement employees and University leadership.

In a highly-competitive national market for professional fundraisers, incumbent will participate in positioning Advancement to compete for, attract, and retain the best talent for our diverse positions across all Advancement programs by participating in recruiting high quality, experienced individuals for the growing Office of Advancement. This position is a professional recruitment role that requires a broad set of communication, organization and marketing experience. The expectation is the development of expertise for specific grade-oriented postings and the deepening of talent pools through sophisticated stewardship and cultivation tactics.

SPECIFIC RESPONSIBILITIES:

Oversee a comprehensive talent acquisition plan for attracting, sourcing, interviewing and hiring for positions in the Office of Advancement. Manage the entire interview process for all positions up to the Executive Director level. Develop a consistent roster of appropriate interviewers and questions for each type of position to standardize the underlying approach for conducting interviews. Schedule interviews. Cultivate relationships with current and past candidates to deepen the pool for future openings.

Manage the screening, interview and hiring process of positions. Evaluate potential fit with organization culture and values. Complete initial first phone interview with top candidates. Collaborate with the hiring manager to decide top candidates for in-person interviews. Participate in the first round of in-person interviews. Analyze feedback and make recommendations on candidate fit and qualifications.

Purposefully and creatively develop a strategy for attracting external and internal talent pools and facilitate internal and external advertisements for open positions to create greater competitive advantage for both the organization and the individual.

Develop and maintain sourcing knowledge about current and future outlets for strategic position exposure: Maintain regular contacts with public and private employment agencies, placement offices, newspapers, other employers, etc. through a myriad of communication vehicles. Incorporate research and tracking to decide on best advertising practices. Participate in identifying regional and national sourcing opportunities, initiating sourcing calls, networking (both internally and externally) to identify short- and long-term potential candidates, and cultivating relationships with potential candidates (similar to the cultivation of donors). Conceptualize and design recruitment/marketing techniques including print ads, email solicitations, website enhancements, and other methods, materials, and media as identified. In collaboration with Advancement IT, oversee the information shared on the Advancement Career page

Steward interested parties (requesting department, applicants, recruitment sources, etc.) throughout their progress of recruitment and placement efforts

Develop and manage a comprehensive candidate database to aide in successfully establishing and growing communications to applicants with the highest level of professionalism, confidentiality, and ensuring that applicants enjoy positive experiences with the UR

Oversee career mapping, taking into account current role, education, career goals, management potential and cultivated skills. Meet individually with current employees to assess professional competencies and interest to assist with future talent mapping. Participate in the development of career plans for current employees. Collaborate with the Director of Learning and Development to recommend appropriate opportunities to further skills and direct career paths.

Participate in progressive manager training to maximize talent acquisition, sourcing, retention and career mapping. Maintain regular and effective working relationships with UR/HR/Service Center staff. Balance needs of Advancement with UR policies and anticipate or prevent problems; triaging when problems arise. Independently manage requisition creation and maintenance. Maintenance of job folders.

Assist managers to write and rewrite functional job descriptions to meet the needs of a changing office. Develop a thorough knowledge of the Advancement industry to apply to the creation of new jobs and the updates of existing positions. Through meetings and conversations, establish effective relations among the Office of Advancement, UR HR, and recruitment sources to better understand the needed compliance in position descriptions and document maintenance.

Bachelors’ degree plus 3 years of talent acquisition, sourcing, recruitment experience, ideally with experience in development at an educational institution, or an equivalent combination of education & experience.

Excellent verbal, written & analytical skills required

Proficiency in Microsoft Outlook products & database programs.

Knowledge of marketing techniques

Occasional travel is required

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