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VLinc is seeking a dynamic and experienced Senior Subject Matter Expert (SME) to lead Workforce and Human Capital Planning efforts in support of the U.S. Coast Guard Office of Aviation Acquisition (CG-931). This role plays a critical function in shaping personnel strategies and ensuring that program staffing aligns with long-term acquisition goals. The SME will be responsible for developing and maintaining Staffing Plans, conducting billet analysis, supporting assignment cycles, and coordinating with senior leadership to optimize workforce readiness.

Responsibilities

• Develop and maintain comprehensive Staffing Plans for aviation acquisition programs, incorporating headquarters and field personnel requirements.
• Analyze 10-year personnel projections to assess billet structure, pay grade, and skill alignment across programs.
• Support annual DHS Major Acquisition Staffing Plan submissions and internal reporting requirements.
• Draft and maintain Standard Operating Procedures (SOPs) and policy documents related to staffing processes.
• Coordinate with Program Managers and leadership to update Officer Evaluation Report (OER) and Enlisted Evaluation Report (EER) rating chains.
• Track expiring billets, identify staffing gaps, and support the planning and execution of billet realignments.
• Provide support for white papers, business case analyses, and workforce metrics reports.
• Collaborate with APEOs and HR stakeholders to support strategic workforce planning initiatives.

Qualifications

• Bachelor's degree in Human Resources , Public Administration, Business Management, or a related field.
• Minimum of 8–10 years of experience in workforce planning, human capital strategy, or personnel management within a federal or defense environment.
• Experience developing staffing plans and managing billet structures across complex organizations.
• Strong understanding of DHS and USCG workforce and assignment policies.
• Skilled in Excel, with the ability to create pivot tables and manipulate large personnel datasets.
• Excellent written and verbal communication skills.

Preferred Qualifications

• Master's degree in Organizational Leadership , Human Capital Management, or a related discipline.
• Prior experience supporting Coast Guard or DHS acquisition workforce initiatives.
• Familiarity with the Personnel Allowance List (PAL) system and billet coding practices.
• Knowledge of CG-931 operations and aviation acquisition structure.
• Location: Work will be performed primarily at USCG Headquarters in Washington, DC.
• On-Site Requirements: Regular interaction with government leadership and stakeholders necessitates on -site presence.
• Telework: May be permitted on a limited basis with COR approval.
• Schedule: Monday–Friday, 0630–1600, with occasional flexibility based on reporting deadlines and leadership coordination.

Why VLinc

VLinc is a mission-focused organization built by veterans, for those who serve. As a Service-Disabled Veteran-Owned Small Business, we pride ourselves on delivering expert-level support where it matters most. This position offers the opportunity to directly influence how Coast Guard aviation programs are staffed and sustained, helping build a workforce ready to meet the challenges of tomorrow. Join a team where your impact is strategic, visible, and valued.

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VLinc is seeking a dynamic and experienced Senior Subject Matter Expert (SME) to lead Workforce and Human Capital Planning efforts in support of the U.S. Coast Guard Office of Aviation Acquisition (CG-931). This role plays a critical function in shaping personnel strategies and ensuring that program staffing aligns with long-term acquisition goals. The SME will be responsible for developing and maintaining Staffing Plans, conducting billet analysis, supporting assignment cycles, and coordinating with senior leadership to optimize workforce readiness.

Responsibilities

• Develop and maintain comprehensive Staffing Plans for aviation acquisition programs, incorporating headquarters and field personnel requirements.
• Analyze 10-year personnel projections to assess billet structure, pay grade, and skill alignment across programs.
• Support annual DHS Major Acquisition Staffing Plan submissions and internal reporting requirements.
• Draft and maintain Standard Operating Procedures (SOPs) and policy documents related to staffing processes.
• Coordinate with Program Managers and leadership to update Officer Evaluation Report (OER) and Enlisted Evaluation Report (EER) rating chains.
• Track expiring billets, identify staffing gaps, and support the planning and execution of billet realignments.
• Provide support for white papers, business case analyses, and workforce metrics reports.
• Collaborate with APEOs and HR stakeholders to support strategic workforce planning initiatives.

Qualifications

• Bachelor's degree in Human Resources , Public Administration, Business Management, or a related field.
• Minimum of 8–10 years of experience in workforce planning, human capital strategy, or personnel management within a federal or defense environment.
• Experience developing staffing plans and managing billet structures across complex organizations.
• Strong understanding of DHS and USCG workforce and assignment policies.
• Skilled in Excel, with the ability to create pivot tables and manipulate large personnel datasets.
• Excellent written and verbal communication skills.

Preferred Qualifications

• Master's degree in Organizational Leadership , Human Capital Management, or a related discipline.
• Prior experience supporting Coast Guard or DHS acquisition workforce initiatives.
• Familiarity with the Personnel Allowance List (PAL) system and billet coding practices.
• Knowledge of CG-931 operations and aviation acquisition structure.
• Location: Work will be performed primarily at USCG Headquarters in Washington, DC.
• On-Site Requirements: Regular interaction with government leadership and stakeholders necessitates on -site presence.
• Telework: May be permitted on a limited basis with COR approval.
• Schedule: Monday–Friday, 0630–1600, with occasional flexibility based on reporting deadlines and leadership coordination.

Why VLinc

VLinc is a mission-focused organization built by veterans, for those who serve. As a Service-Disabled Veteran-Owned Small Business, we pride ourselves on delivering expert-level support where it matters most. This position offers the opportunity to directly influence how Coast Guard aviation programs are staffed and sustained, helping build a workforce ready to meet the challenges of tomorrow. Join a team where your impact is strategic, visible, and valued.

* Fields Are Required

What is your full name?

First Name

How can we contact you?

Email

Phone Number

Number Type

What is your preferred method of communication?

Performance Excellence Partners (PEP) is seeking candidates with workforce development and human capital expertise who are interested in joining PEP's subject matter expert (SME) Database. We are anticipating upcoming projects and contracts where we need to quickly bring on talent to support short- and long-term projects, with part-time, full-time, or consultancy/1099 roles for our federal, state and local government clients.

Anticipated projects include (but are not limited to) providing specialized support for grantees; developing technical assistance and training resources; conducting webinars; serving as a coach, facilitator or speaker; providing human capital support and consultation; conducting organizational assessments, supporting federal staffing and position classification needs.

Once you are part of our SME Database, we'll reach out to you to discuss your interest and availability when opportunities arise that are matched with your skill set and expertise.

• Bachelor's Degree. Master's Degree preferred, but not required.
• Workforce Development and/or Human Capital expertise.
• Experience working with federal, state and/or local government clients.
• Demonstrated ability to exercise initiative, independent judgment and be a self-starter who works strategically, with integrity while also being a strong team player.
• Exceptional interpersonal and relationship building skills and the ability to engage effectively with all levels management and to build new relationships and partnerships.
• Superior oral and written communication skills with the ability to synthesize information, prepare summaries and reports, communicate information to a variety of stakeholders, and adjust the communication style based on the audience.
• Highly proficient in Microsoft 365 applications.

Performance Excellence Partners, LLC (PEP) is an award-winning woman-owned small business with a 25+ year history of successfully executing complex federal government prime contracts for a variety of agencies. We are a growing, solution-oriented management consulting firm led by a creative visionary and a caring, hands-on leadership team. Our culture is built on the following shared core values:

• Applying uncommon integrity: We consistently operate truthfully and honestly, putting the needs of our clients and the project first.
• Seeking inspired solutions: We are constantly expanding our knowledge and looking for new and innovative ways to solve problems and provide services to help clients and service recipients succeed.
• Creating lasting impact: We are focused on solutions that will make a difference, now and long-term.
• Attracting and building enduring partnerships: We put the client, project, or partner first and communicate openly, honestly, and respectfully.

Performance Excellence Partners (PEP) is seeking candidates with workforce development and human capital expertise who are interested in joining PEP's subject matter expert (SME) Database. We are anticipating upcoming projects and contracts where we need to quickly bring on talent to support short- and long-term projects, with part-time, full-time, or consultancy/1099 roles for our federal, state and local government clients.

Anticipated projects include (but are not limited to) providing specialized support for grantees; developing technical assistance and training resources; conducting webinars; serving as a coach, facilitator or speaker; providing human capital support and consultation; conducting organizational assessments, supporting federal staffing and position classification needs.

Once you are part of our SME Database, we'll reach out to you to discuss your interest and availability when opportunities arise that are matched with your skill set and expertise.

• Bachelor's Degree. Master's Degree preferred, but not required.
• Workforce Development and/or Human Capital expertise.
• Experience working with federal, state and/or local government clients.
• Demonstrated ability to exercise initiative, independent judgment and be a self-starter who works strategically, with integrity while also being a strong team player.
• Exceptional interpersonal and relationship building skills and the ability to engage effectively with all levels management and to build new relationships and partnerships.
• Superior oral and written communication skills with the ability to synthesize information, prepare summaries and reports, communicate information to a variety of stakeholders, and adjust the communication style based on the audience.
• Highly proficient in Microsoft 365 applications.

Performance Excellence Partners, LLC (PEP) is an award-winning woman-owned small business with a 25+ year history of successfully executing complex federal government prime contracts for a variety of agencies. We are a growing, solution-oriented management consulting firm led by a creative visionary and a caring, hands-on leadership team. Our culture is built on the following shared core values:

• Applying uncommon integrity: We consistently operate truthfully and honestly, putting the needs of our clients and the project first.
• Seeking inspired solutions: We are constantly expanding our knowledge and looking for new and innovative ways to solve problems and provide services to help clients and service recipients succeed.
• Creating lasting impact: We are focused on solutions that will make a difference, now and long-term.
• Attracting and building enduring partnerships: We put the client, project, or partner first and communicate openly, honestly, and respectfully.

Director, Talent Acquisition & Workforce Planning

Join Cardinal Group Companies as a Director, Talent Acquisition & Workforce Planning.

POSITION TITLE: Director, Talent Acquisition & Workforce Planning
COMPENSATION: $122,000- $130,000 plus bonus potential, with benefits including health, vision, dental, and pet insurance, 401(k) retirement plan, and more.
DIRECT REPORT: VP, People & Culture

As Director, Talent Acquisition & Workforce Planning, you will design, build, and scale our recruitment function, ensuring the right talent in the right roles. You will lead the central recruiting team and serve as the chief architect of our talent infrastructure, leveraging analytics to inform decisions.

RESPONSIBILITIES:

• Lead Recruiting Function: Lead, mentor, and grow a high-performing team of recruiters.
• Hiring Strategies: Design and execute specialized talent acquisition strategies to attract top-tier talent.
• Employer Brand: Own and amplify a strong employer brand.

Data-Driven Workforce & Succession Planning:

• Workforce Forecasting: Partner with executive and operational leadership to forecast hiring and staffing needs.
• Succession Pipeline Architecture: Design and manage a robust succession planning framework.
• Inform Talent Decisions: Leverage data to generate and analyze insights, informing strategic decisions.

Organizational Alignment and Compliance:

• Strategic Advisory: Serve as a strategic partner to the VP, People & Culture, and business leaders.
• Process & Compliance: Ensure all talent acquisition and development practices are compliant with EEO, OFCCP, and labor laws.

Experience & Qualifications:

• 12+ years of progressive experience in Talent Management and Talent Acquisition.
• At least 5+ years leading, managing, and scaling high-volume recruiting teams.

Required Leadership Competencies:

• Strategic Foresight: Ability to use data to predict future talent needs.
• Operational Scalability: Ability to design talent processes that work compliantly across multiple sites.
• Executive Communicator: Outstanding ability to build relationships, influence executive leaders, and translate data into clear business strategy.

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

PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by a Team Member to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

We are an equal opportunities employer and welcome applications from all qualified candidates.

Job Category : People and Culture

Requisition Number : DIREC

Apply now

• Posted : October 3, 2025
• Full-Time
• Remote

Showing 1 location

POSITION TITLE: Director, Talent Acquisition & Workforce Planning

COMPENSATION: Pursuant to Colorado regulations, if this job is performed in Colorado, the salary range is $122,000- $130,000 plus bonus potential. Eligible to participate in the company benefits plan . We offer health, vision, dental, and pet insurance. We offer a 401(k) retirement plan, student loan assistance, licensing and continuing education reimbursement, parental leave, and housing allowances or gifts.

DIRECT REPORT: VP, People & Culture

As the Director, Talent Acquisition & Workforce Planning for Cardinal Group Management, you will be the core strategic leader responsible for designing, building, and scaling our recruitment function and ensuring we have the right talent in the right roles. This position reports directly to the VP, People and Culture.

This role is essential for our continued success, requiring a proven ability to lead and scale our talent functions—from immediate recruiting needs to long-term succession planning—across our entire organization, including Corporate HQ and our multi-site property management portfolio.

You will lead the central recruiting team and serve as the chief architect of our talent infrastructure. This position requires a strong, data-fluent strategist who can leverage analytics to inform every decision regarding acquisition, development, and retention, ensuring talent strategy directly drives business outcomes.

RESPONSIBILITIES (Included but not limited to):

Strategic Talent Acquisition Leadership

• Lead Recruiting Function: Lead, mentor, and grow a high-performing team of recruiters. Establish and enforce recruiting processes, tools, and best practices that deliver consistency, efficiency, and a best-in-class candidate experience.
• Hiring Strategies: Design and execute specialized talent acquisition strategies to attract top-tier talent for all functions, including high-demand roles.
• Employer Brand: Own and amplify a strong employer brand that effectively communicates Cardinal Group Management’s mission and culture to diverse candidates in a highly competitive market.

Data-Driven Workforce & Succession Planning

• Workforce Forecasting: Partner with executive and operational leadership to forecast complex hiring and staffing needs across the entire property portfolio. Leverage people analytics and operational data to predict talent gaps (e.g., turnover risk among site teams) and proactively align recruitment resources.
• Succession Pipeline Architecture: Design and manage a robust succession planning framework for all critical roles. Use data analytics to assess talent readiness and build deep internal and external pipelines that mitigate organizational risk.
• Inform Talent Decisions: You will leverage data from our HRIS, ATS, performance management, and engagement systems to generate and analyze insights, using these findings to inform strategic decisions on development, retention programs, and resource allocation.

Organizational Alignment and Compliance

• Strategic Advisory: Serve as a strategic partner to the VP, People & Culture, and business leaders on talent risk, retention strategy, and organizational design.
• Process & Compliance: Ensure all talent acquisition and development practices are strictly compliant with EEO, OFCCP, and all federal/state labor laws across our multi-state footprint.
• This is a high-impact, leadership role requiring proven experience in rapidly scaling, multi-site organizations:

EXPERIENCE & QUALIFICATIONS

• 12+ years of progressive experience in Talent Management and Talent Acquisition.
• At least 5+ years successfully leading, managing, and scaling high-volume recruiting teams in a multi-state or multi-site environment.
• Data Fluency is Essential: Demonstrated proficiency in data analytics and leveraging HR data (turnover, time-to-fill, quality-of-hire) to create actionable workforce strategies; you must be adept at analyzing data to inform decisions.
• Proven success optimizing recruiting processes, tools, and Applicant Tracking Systems (ATS).

REQUIRED LEADERSHIP COMPETENCIES

• Strategic Foresight: Ability to use data to predict future talent needs and build proactive organizational solutions.
• Operational Scalability: Ability to design talent processes that work compliantly and consistently across dozens of property sites and corporate functions.
• Executive Communicator: Outstanding ability to build relationships, influence executive leaders, and effectively translate data into clear business strategy.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those a Team Member encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Incumbents work both inside and outside of apartment buildings and in all areas of the property including amenities and have frequent exposure to outside elements where temperature, weather, odors, and/or landscape may be unpleasant and/or hazardous.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by a Team Member to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the Team Member is regularly required to use hands to finger, type, handle, or feel and talk or hear. The Team Member is regularly required to stand; walk; reach with hands and arms, and climb, stoop, crawl, or squat. Incumbents must be able to physically access all exterior and interior parts of the property and amenities and must be able to work inside and outside in all weather conditions including, but not limited to rain, snow, heat, hail, wind and sleet.

The Team Member must be able to push, pull, lift, carry, or maneuver weights of up to twenty (20) pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

Routine, travel may be required to assist properties as needed, attend training classes, business meetings, or other situations necessary for the accomplishment of some or all of the daily responsibilities of this position.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor.

Job Category : People and Culture

Requisition Number : DIREC

Apply now

• Posted : October 3, 2025
• Full-Time
• Remote

Showing 1 location

POSITION TITLE: Director, Talent Acquisition & Workforce Planning

COMPENSATION: Pursuant to Colorado regulations, if this job is performed in Colorado, the salary range is $122,000- $130,000 plus bonus potential. Eligible to participate in the company benefits plan . We offer health, vision, dental, and pet insurance. We offer a 401(k) retirement plan, student loan assistance, licensing and continuing education reimbursement, parental leave, and housing allowances or gifts.

DIRECT REPORT: VP, People & Culture

As the Director, Talent Acquisition & Workforce Planning for Cardinal Group Management, you will be the core strategic leader responsible for designing, building, and scaling our recruitment function and ensuring we have the right talent in the right roles. This position reports directly to the VP, People and Culture.

This role is essential for our continued success, requiring a proven ability to lead and scale our talent functions—from immediate recruiting needs to long-term succession planning—across our entire organization, including Corporate HQ and our multi-site property management portfolio.

You will lead the central recruiting team and serve as the chief architect of our talent infrastructure. This position requires a strong, data-fluent strategist who can leverage analytics to inform every decision regarding acquisition, development, and retention, ensuring talent strategy directly drives business outcomes.

RESPONSIBILITIES (Included but not limited to):

Strategic Talent Acquisition Leadership

• Lead Recruiting Function: Lead, mentor, and grow a high-performing team of recruiters. Establish and enforce recruiting processes, tools, and best practices that deliver consistency, efficiency, and a best-in-class candidate experience.
• Hiring Strategies: Design and execute specialized talent acquisition strategies to attract top-tier talent for all functions, including high-demand roles.
• Employer Brand: Own and amplify a strong employer brand that effectively communicates Cardinal Group Management’s mission and culture to diverse candidates in a highly competitive market.

Data-Driven Workforce & Succession Planning

• Workforce Forecasting: Partner with executive and operational leadership to forecast complex hiring and staffing needs across the entire property portfolio. Leverage people analytics and operational data to predict talent gaps (e.g., turnover risk among site teams) and proactively align recruitment resources.
• Succession Pipeline Architecture: Design and manage a robust succession planning framework for all critical roles. Use data analytics to assess talent readiness and build deep internal and external pipelines that mitigate organizational risk.
• Inform Talent Decisions: You will leverage data from our HRIS, ATS, performance management, and engagement systems to generate and analyze insights, using these findings to inform strategic decisions on development, retention programs, and resource allocation.

Organizational Alignment and Compliance

• Strategic Advisory: Serve as a strategic partner to the VP, People & Culture, and business leaders on talent risk, retention strategy, and organizational design.
• Process & Compliance: Ensure all talent acquisition and development practices are strictly compliant with EEO, OFCCP, and all federal/state labor laws across our multi-state footprint.
• This is a high-impact, leadership role requiring proven experience in rapidly scaling, multi-site organizations:

EXPERIENCE & QUALIFICATIONS

• 12+ years of progressive experience in Talent Management and Talent Acquisition.
• At least 5+ years successfully leading, managing, and scaling high-volume recruiting teams in a multi-state or multi-site environment.
• Data Fluency is Essential: Demonstrated proficiency in data analytics and leveraging HR data (turnover, time-to-fill, quality-of-hire) to create actionable workforce strategies; you must be adept at analyzing data to inform decisions.
• Proven success optimizing recruiting processes, tools, and Applicant Tracking Systems (ATS).

REQUIRED LEADERSHIP COMPETENCIES

• Strategic Foresight: Ability to use data to predict future talent needs and build proactive organizational solutions.
• Operational Scalability: Ability to design talent processes that work compliantly and consistently across dozens of property sites and corporate functions.
• Executive Communicator: Outstanding ability to build relationships, influence executive leaders, and effectively translate data into clear business strategy.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those a Team Member encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Incumbents work both inside and outside of apartment buildings and in all areas of the property including amenities and have frequent exposure to outside elements where temperature, weather, odors, and/or landscape may be unpleasant and/or hazardous.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by a Team Member to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the Team Member is regularly required to use hands to finger, type, handle, or feel and talk or hear. The Team Member is regularly required to stand; walk; reach with hands and arms, and climb, stoop, crawl, or squat. Incumbents must be able to physically access all exterior and interior parts of the property and amenities and must be able to work inside and outside in all weather conditions including, but not limited to rain, snow, heat, hail, wind and sleet.

The Team Member must be able to push, pull, lift, carry, or maneuver weights of up to twenty (20) pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

Routine, travel may be required to assist properties as needed, attend training classes, business meetings, or other situations necessary for the accomplishment of some or all of the daily responsibilities of this position.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor.

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This range is provided by Agape Network. Your actual pay will be based on your skills and experience talk with your recruiter to learn more.

$50,000.00/yr - $0,000.00/yr

Position Summary

The Talent Acquisition & Workforce Planning Specialist is responsible for leading agency full-cycle recruitment and onboarding activities along with developing and implementing strategic workforce planning initiatives that align with the agencys long-term business objectives, mission and values. This role involves synchronizing talent acquisition and retention efforts to ensure the right people are in the right roles at the right time.

Responsibilities

• Develop and implement workforce planning strategies that align with agency objectives.
• Manage the full recruitment lifecycle, including preparing job descriptions, creating and posting job advertisements, screening applicants, coordinating interviews, and conducting background checks, drug testing, and reference checks, among other steps in the process.
• Utilize data-driven insights and forward-thinking methodologies to anticipate future workforce needs and address current workforce gaps.
• Create structured succession and transition plans to maintain continuity in key positions.
• Works in close partnership with the HR Recruiter in recruitment and talent-related initiatives to improve overall Talent Acquisition functions.
• Build and maintain a partnership relationship with employment agencies and professional associations, to be able to use those resources for a proactive recruitment.
• Develop targeted recruitment strategies to attract top-tier talent.
• Assess candidates for cultural fit and skills alignment using behavioral interview techniques.
• Lead outreach recruitment initiatives such as job fairs, internship programs with local and statewide schools, universities, workforce agencies, and community organizations to attract high-quality candidates.
• Monitor and analyze retention metrics to identify trends and communicate to supervisor the areas for improvement.
• Manage in-house employee training system that addresses the company's training needs and goals.
• Builds and maintain applicant sources and data base with a pool of qualified candidates by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.
• Post and Source out qualified candidates by utilizing multiple resources (job postings, college partnerships, community outreach, etc.)
• Conduct preliminary phone screenings and schedule interviews.
• Manage onboarding orientation to ensure a welcoming and informative onboarding experience.
• Collaborate with HR Recruiter to conducts new employee orientation activities including but not limited to compilation of new hire paperwork, policies overview, benefits, and payroll systems.
• Partner with department managers to understand workforce needs and draft detailed and accurate job descriptions and hiring criteria.
• Ensure proper documentation and completion of recruitment files in alignment with regulatory requirements.
• Oversees the agencys Talent Acquisition module in ADP, provides training to managers as needed, and ensures the maximization of the system.
• Prepares, conducts and/or attends at least three job fairs annually.
• Ensure all pre-employment screenings are completed before candidate start date, and tracking properly including but not limited to background and medical clearances, employment and reference checks, educational credentials, etc.
• Develop and Maintain relationships with key talent to ensure long-term retention.
• Stays current on the agency organizational structure, personal policies, and federal laws regarding employment practices ensuring compliance with all regulatory body.
• Stay current on EEOC compliance and Employment laws to uphold best practices in hiring and succession planning.
• Builds and maintains an open line of communication with the supervisor, communicates in advance about any issues in the department or issues that will cause delays in meeting deadlines.
• Other related duties or projects assigned by supervisor to ensure the smooth running and efficiency of the department.
  
  

• Bachelors degree in Human Resources or related field required with Human Resources experience and at least two years experience working as a recruiter.
• Minimum of four (4) years of recent experience in workforce planning and talent acquisition, with demonstrated expertise in full-cycle recruitment, talent pipeline development, and supporting strategic hiring initiatives, including senior and executive-level recruitment.
• Experience coordinating internship programs and engaging with academic/technical institutions.
• Experience working in multicultural work environment.
• Knowledge of ADP Applicant Tracking Systems (ATSs).
• Must have an active Florida Driver license and reliable transportation.
• Flexible schedule- The work schedule can vary, from standard daytime office hours, while others may work well into night and weekends.
• Working knowledge of labor and employment laws, organizational development, and best practices.
  
  

• Excellent interpersonal communication: listening, speaking, and writing.
• Excellent decision-making, good judgment, and critical thinking skills.
• Works a flexible schedule as required.
• Excellent verbal and written communication skills.
• Excellent interpersonal skills with good negotiation tactics.
• Proactive and independent with the ability to take initiative.
• Excellent time management skills with a proven ability to meet deadlines.
• Proficient with or the ability to quickly learn applicant-tracking software or other recruitment systems.
  
  

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Human Resources
• Industries Non-profit Organizations

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We’re Hiring: Talent Acquisition and Workforce Specialist