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ProSidian seeks a Human Resources Compensation and Talent Acquisition Coordinator - Human Resources (HR103) Engagement Team | 1099 Contractor - Labor Hour Subcontract located Savannah River Site / Aiken, South Carolina supporting a liquid waste contractor (Savannah River Remediation (SRMC)) at the Savannah River Site in Aiken, SC, which is owned by the U.S. Department of Energy.

Seeking Human Resources Compensation and Talent Acquisition Coordinator candidates (Labor Category: Enter - Complete Line Item Entry - Don't Type Over Formulas) at Savannah River Site / Aiken, South Carolina. This as a Labor Hour Subcontract or Contract W-2 (IRS-1099) Position and ProSidian reserves the right to convert to a Full-Time ProSidian employed W-2 Position.

Job Overview

• Provide services and support as a Human Resources Compensation and Talent Acquisition Coordinator - Human Resources (HR103) at Savannah River Site / Aiken, South Carolina

Responsibilities And Duties - Human Resources Compensation And Talent Acquisition Coordinator - Human Resources (HR103)

• Performs a variety of duties that support Human Resources in the coordination and administration of programs, projects, and processes that ensure the efficient daily operations of the department, to include:
• Maintaining, monitoring, and tracking variable pay awards. Tracking budgets, performing variance analyses of employee movement, processing special pay awards, and processing electronic documents and award communications for employees. Interacting with managers to obtain information needed for efficient processing of awards.
• Assisting with compensation survey participation which may include associated tasks such as gathering and reporting data, survey tracking, and interacting with survey vendors.
• Producing employee communications such as offer letters, merit letters, adjustment and promotion letters, and other correspondence related to HR programs.
• Responding to internal and external HR-related inquiries or requests.
• Supporting the recruitment/hiring process by assisting with preparation for campus events, preparing correspondence, communicating with applicants, assisting with Orientation/training set-up, and preparing materials for recruitment events.
• Utilizing various online tools and applications to track, monitor, update, and maintain records pertaining to employees. Preparing online requests for organizational movement of managers, updating job code listings, updating org charts, and preparing ad hoc data requests. Tracking other employee related information for various HR programs (e.g., Worker to Trainer, Wastewater Licensing, Work Keys scores).
• Assisting with implementing, updating, and maintaining compensation systems.
• Supporting other HR functions as assigned.

Desired Qualifications For Human Resources Compensation and Talent Acquisition Coordinator - Human Resources (HR103) Candidates:

Education / Experience Requirements / Qualifications

• Education: Bachelor's degree from an accredited university or High School Diploma and 4+ years office work experience

Skills Required

• Exceptional attention to detail
• Basic problem-solving skills (independently researches and resolves routine issues)
• Understanding of database and spreadsheet systems and functionality
• Intermediate to advanced Excel skills (e.g. familiarity with formulas, tables, data analysis)
• Experience using PowerPoint
• Ability to clearly and professionally communicate with employees, managers, and peers
• Sensitivity to data and ability to hold information closely.

Ancillary Details Of The Roles

• A 40-hour work week is scheduled (in person or hybrid schedule). Work week excludes SRS holidays.
• A security clearance is not required.

Other Details

#TechnicalCrossCuttingJobs #EnergyTechnology #Jugaad #SavannahRiver #EnvironmentalManagement

Core Competencies

• Teamwork - ability to foster teamwork collaboratively as a participant, and effectively as a team leader
• Leadership - ability to guide and lead colleagues on projects and initiatives
• Business Acumen - understanding and insight into how organizations perform, including business processes, data, systems, and people
• Communication - ability to effectively communicate to stakeholders of all levels orally and in writing
• Motivation - persistent in pursuit of quality and optimal client and company solutions
• Agility - ability to quickly understand and transition between different projects, concepts, initiatives, or work streams
• Judgment - exercises prudence and insight in decision-making process while mindful of other stakeholders and long-term ramifications
• Organization - ability to manage projects and activity, and prioritize tasks

Other Requirements

• Business Tools - understanding and proficiency with business tools and technology, including Microsoft Office. The ideal candidate is advanced with Excel, Access, Outlook, PowerPoint and Word, and proficient with Adobe Acrobat, data analytic tools, and Visio with the ability to quickly learn other tools as necessary.
• Commitment - to work with smart, interesting people with diverse backgrounds to solve the biggest challenges across private, public and social sectors
• Curiosity - the ideal candidate exhibits an inquisitive nature and the ability to question the status quo among a community of people they enjoy and teams that work well together
• Humility - exhibits grace in success and failure while doing meaningful work where skills have impact and make a difference
• Willingness - to constantly learn, share, and grow and to view the world as their classroom

Benefits And Highlights

At ProSidian, we invest in our employees to help them stay healthy and achieve work-life balance. Our team members receive a comprehensive benefits package that includes Competitive Compensation, Group Health Insurance Health Benefits, 401(k) Retirement Savings Plan Contributions, Vacation and Paid Time off (PTO) Benefits, Pre-Tax Payment Programs, Purchasing Discounts & Savings Plans, a ProSidian Employee & Contractor Referral Bonus Program, Performance Incentives, etc. Our comprehensive benefits package includes a medical, dental and vision plan. Our growing list of benefits currently include the following:

• Competitive Compensation: Pay range begins in the competitive ranges with full Gold Level (Tier 1) Group Medical Benefits, Pretax Employee Benefit Plan, plus performance incentives
• Group Health Insurance Health Benefits: Group Health Insurance Including Medical, Dental And Vision Insurance: Contributions are deducted from pay on a Pretax basis - Employee and family coverage is available with employer contribution of 50% of Employee (only) premiums under the Health and Vision Plan through Blue Cross Blue Shield NC (Blue Options Medical Plan Code: PB07840 / Metallic Level: Gold - - bcbsnc.com?) and Dental Plan (Ameritas -
• 401(k) Retirement Savings Plan: 401(k) Retirement Savings Plans help you save for your retirement. Eligible employees can make before-tax contributions to the 401(k) Retirement Savings Plan to help you save for retirement. Contributions are deducted from pay on a pretax basis. A wide range of investment options are available with a personal financial planner available to assist you. The Plan is a Safe Harbor 401(k) Retirement Savings Plan.
• Vacation And Paid Time Off (PTO) Benefits: The flexibility of Paid Time Off (PTO) lets you set your own priorities. Eligible employees use PTO for vacation, a parent-teacher conference, a doctor's appointment, or any number of events in your life. Currently these benefits include Vacation/Sick days 2 weeks | Holidays - 10 Federal Government.
• Pre-Tax Payment Programs: Pre-Tax Payment Programs currently exist in the form of a Premium Only Plan (POP). These Plans offer a full Flexible Spending Account (FSA) Plan and a tax benefit for eligible employees.

If you're ready to be part of our legacy of hope and innovation, we encourage you to take the first step and explore our current job openings. Your best is waiting to be discovered.

This is a Stanford Health Care Tri-Valley job. The Human Resources Manager is a vital role that supports our organization's commitment to fostering an engaging, inclusive, and productive work environment. This individual will champion HR initiatives that attract, develop, and retain talent, aligning with our mission to cultivate a team that upholds our organizational values, drives performance, and contributes positively to our overall business objectives. The HR Manager will take the lead in creating strategies for effective staffing, employee relations, performance management, training development, benefits administration, and legal compliance. This position is pivotal in promoting a company culture that celebrates diversity, encourages professional growth, and inspires a shared dedication to excellent service delivery.

Job Summary

As our Human Resources Manager of Talent Acquisition plays a crucial role in the healthcare industry by leading efforts to attract, recruit, and retain top talent. They are responsible for developing and implementing recruitment strategies, sourcing candidates through various channels, and managing the entire recruitment process. The Talent Acquisition Manager also collaborates with hiring managers to understand staffing needs and ensure the recruitment process aligns with organizational goals. This function works closely with the HR Director and other key stakeholders in support of our goal to be an employer of choice in healthcare.

Essential Functions

• Strategy Development & Execution: Develop and implement strategic talent acquisition plans aligned with organizational objectives. Stay current on industry trends and best practices in healthcare recruitment to develop effective recruitment strategies / campaigns that attract candidates and maintain a healthy candidate pipeline.
• Recruitment Operations: Manage, develop, and deliver all aspects of the recruiting process, including the development of recruitment department strategies, to include sourcing and pipeline development, screening and interviewing candidates, salary negotiations, and onboarding of all external and internal hires.
• Relationship Management: Collaborate with hiring managers to understand staffing needs and develop recruitment strategies to support operational needs. Build and maintain relationships with key healthcare industry professionals, external organizations, and education institutions.
• Integration with Organizational Values: Make certain that all aspects of the recruitment process and program support the mission and values of our organization, creating a cohesive and supportive work environment.
• Regulatory Compliance: Partner with HR Leadership to ensure recruitment processes adhere to healthcare industry regulations and are compliant with legal requirements and all relevant laws.
• Communication and Education: Create meaningful presentations to communicate key changes and initiatives; provide updates and education to hiring managers and other key stakeholders on recruitment principles and processes.
• Budget Management: Responsible for the fiscal management of recruitment resources and programs within the allocated budget.
• Vendor Relationship Management: Manage relationships with vendors, consultants, and service providers to ensure recruitment processes effectively promote jobs and attract candidates.
• Analytics and Reporting: Use data analytics to inform decisions for strategy development and to influence nimble recruitment tactics. Effectively communicate and support recruitment program effectiveness through the development and delivery of meaningful reporting.
• Leadership: In alignment with HR leadership, organizational values, and department guiding principles, effectively lead, evaluate, coach, and develop team to achieve goals. By way of personal actions and accountability, create and support an inclusive work environment and foster a sense of belonging among all team members in the department and the organization.

Job Qualifications

Education:

• Bachelor's degree from an accredited college or university in Human Resources Management, Business Administration or other work-related discipline required
• Master's degree in a similar field of study from an accredited college or university is preferred

Experience:

• 5-8 years of progressively increased responsibility in Talent Acquisition.
• Three (3) or more years of leadership experience and managing operational teams.
• Prior experience in healthcare highly preferred.

License/Certification:

• SPHR or SHRM-SCP preferred
• SHRM Talent Acquisition Specialty Certification highly preferred

Knowledge, Skills, and Abilities:

• Knowledge of local, state and federal regulatory requirements related to areas of functional responsibility and HR.
• Knowledge of principles and methods of recruiting, candidate screening and interviewing, including social media
• Experience with Talent Acquisition Systems and Enterprise Resource Planning Software
• Demonstrated ability to drive process changes through data analysis and informed decision making
• Demonstrated ability to effectively foster positive working relationships, build consensus, and collaborate
• Demonstrated ability to maintain confidentiality of sensitive information
• Demonstrated ability to work effectively with individuals at all levels of the organization
• Demonstrated ability to problem solve and analyze issues and data
• Demonstrated ability to effectively communicate complex topics
• Demonstrated ability to plan, organize, prioritize, work independently and meet deadlines
• Demonstrated communication skills (verbal, written, listening, interpersonal and presentations)
• Demonstrated ability to apply judgment and make sound decisions to resolve complex issues
• Demonstrated ability to work effectively both as a team player and leader
• Demonstrated ability to investigate and manage conflict of employee issues
• Ability to develop business metrics, analyze data, make recommendations and present findings
• Ability to adapt to change and lead in time of ambiguity

These principles apply to ALL employees: SHC Commitment to Providing an Exceptional Patient & Family Experience Stanford Health Care sets a high standard for delivering value and an exceptional experience for our patients and families. Candidates for employment and existing employees must adopt and execute C-I-CARE standards for all of patients, families and towards each other. C-I-CARE is the foundation of Stanford's patient-experience and represents a framework for patient-centered interactions. Simply put, we do what it takes to enable and empower patients and families to focus on health, healing and recovery. You will do this by executing against our three experience pillars, from the patient and family's perspective:

• Know Me: Anticipate my needs and status to deliver effective care
• Show Me the Way: Guide and prompt my actions to arrive at better outcomes and better health
• Coordinate for Me: Own the complexity of my care through coordination

Equal Opportunity Employer Stanford Health Care (SHC) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SHC does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity and/or expression, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements.

Base Pay Scale: Generally starting at $64.96 - $88.31 per hour The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training. This pay scale is not a promise of a particular wage.

We have an exciting opportunity for a Recruiter to join our dynamic Talent Acquisition team at Albany Medical Center! Hybrid opportunity available after successful completion of your on-site orientation period. The Recruiter role is essential in identifying and acquiring top talent to be a part of Albany Medical Center. In this position, you will be responsible for sourcing and recruiting talent for the designated departments/divisions assigned.

Essential Duties and Responsibilities Include:

• Manages and reviews candidates that apply through Workday; review applications, resumes and credentials for suitable skills, experience and knowledge in relation to position requirements
• Determines applicant qualifications by conducting effective candidate phone/video screening and presenting to hiring manager for interview/shadow
• Actively sources passive candidates and utilize innovative sourcing strategies and techniques to identify and attract the right talent for the right position
• Provides guidance to hiring managers throughout the recruiting and on-boarding process for new hires to ensure a positive candidate experience
• Partners with hiring managers and develop effective recruitment strategies by understanding their needs and expectations
• Monitors and track open position status and progress, suggesting alternative sourcing techniques when necessary.
• Identifies and participate in job fairs and school campus recruitment events
• Approaches all work activities with a customer service focus being mindful of HR as a service department in support of the organization
• Performs all other duties as assigned

Minimum Qualifications:

• Bachelor's degree is required
• Minimum of 3 years of recruitment and sourcing experience required; healthcare recruiting experience is highly desired
• Excellent organization skills and attention to detail
• Must be comfortable in a fast-paced environment with the ability to multi-task
• Dynamic interpersonal skills and the ability to effectively communicate with diverse audiences and all levels of leadership
• Strong technical capabilities including Word, Excel, PowerPoint, and other online search & candidate sourcing techniques
• Excellent follow-through and a high sense of urgency
• Must be driven and self-motivated with a positive and professional approach

Thank you for your interest in Albany Medical Center! Albany Medical is an equal opportunity employer.

This role may require access to information considered sensitive to Albany Medical Center, its patients, affiliates, and partners, including but not limited to HIPAA Protected Health Information and other information regulated by Federal and New York State statutes. Workforce members are expected to ensure that:

Access to information is based on a "need to know" and is the minimum necessary to properly perform assigned duties. Use or disclosure shall not exceed the minimum amount of information needed to accomplish an intended purpose. Reasonable efforts, consistent with Albany Med Center policies and standards, shall be made to ensure that information is adequately protected from unauthorized access and modification.

Empowered to live. Inspired to work. Compeer Financial is a member-owned cooperative located in Illinois, Minnesota and Wisconsin. We bring together team members with a variety of backgrounds and experiences to help provide financial services to support agriculture and rural communities. Join us in a culture that not only promotes meaningful work and professional development, but provides a flexible, hybrid work environment and excellent benefits, which empower you to thrive both personally and professionally. How we support you: Hybrid model – up to 50% work from home Flexible schedules including ample flexibility in the summer months Up to 9% towards 401k (3% fixed Compeer contribution plus up to 6% match) Benefits: medical, dental, vision, HSA/FSA, life & AD&D insurance, short-term and long-term disability, wellness program & EAP Vacation, sick leave, holidays/floating holidays, parental leave, and volunteer paid time off Learning and development programs Cross-functional committee opportunities (i.e. Inclusion Council, emerging professional groups, etc.) Professional membership/certification reimbursement and more! Casual/seasonal & intern team members are not eligible for benefits except for state-mandated programs. This position offers a hybrid work option up to 50% remote and is based out of the MN-Lakeville, MN-Mankato and WI-Sun Prairie office location(s). The contributions you will make: This role plays a pivotal part in enhancing the organization's dynamic workforce by focusing on recruitment and talent acquisition for Compeer Financial. As the initial point of contact for prospective team members, this position not only identifies and attracts top talent but also serves as a culture ambassador, embodying and promoting Compeer's values and workplace culture. A typical day: Recruitment Conducts recruitment and selection efforts on assigned positions to source and procure high quality, diverse talent. Develops recruitment strategies as appropriate. Operates within full compliance of state and federal laws and regulations related to employment and human resource management. Demonstrates the Compeer brand and professional relationships throughout the recruitment process. Creates and is responsible for online and print job postings. May partner with the HR Coordinator or work directly with newspaper personnel and online vendors to create and proof the job posting, ensuring it is posted accurately and timely. Coordinates the recruiting process by evaluating resumes and applications, administering and interpreting pre-hire assessments and conducting phone interviews with internal and external candidates. Partners with the hiring team leader throughout the entire recruitment process, and the Total Rewards team on compensation recommendations. Presents offers of employment to final candidates ensuring offer letter, transfer memo and/or documentation is in place. Talent Management Program Support Assists with specific projects action items that are part of the annual HR & Talent Management Team Action items and contributes to functional and cross-functional initiatives as directed. Collaborates and develops strong professional partnerships with other members of the HR team and broader organization. Supports and coordinates ongoing delivery of programs regarding orientation and onboarding, retention, team member engagement, and team member and leader development as directed. Coordinates opportunities for Compeer to have a presence in recruitment and employer awareness activities such as college, professional, or diversity networking events, career events, on campus classroom and club involvement, mock interviews, etc. Assists with orientation and onboarding for all new hires. The skills and experience we prefer you have: Bachelor’s degree in business administration, human resources or related field or an equivalent combination of education and experience sufficient to perform the essential functions of the job . Experience in recruitment. Professional Human Resources ( PHR ) or SHRM certification , preferred. Solid HR knowledge, including employment law. Strong organizational skills and attention to detail. Experience working with sensitive and confidential information required . Demonstrated ability to provide strong client service to internal and external c lients. Able to manage multiple projects and timelines simultaneously in a high paced work environment. Strong interpersonal skills and good judgement to management sensitive and confidential matters. Excellent written and verbal communication skills. How we will take care of you: Our job titles may span more than one career level (associate, senior, principal, etc.). The actual title and base pay offered is dependent upon many factors, such as: training, transferable skills, work experience, business needs and market demands. The base pay range is subject to change and may be modified in the future. This role is eligible for variable compensation and other benefits. Base Pay $66,000 - $99,700 USD Compeer Financial is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. Must be authorized to work for any employer in the United States. Compeer is unable to sponsor or take over sponsorship of an employment visa at this time. Create a Job Alert Interested in building your career at Compeer Financial? Get future opportunities sent straight to your email. Accepted file types: pdf, doc, docx, txt, rtf Enter manually Accepted file types: pdf, doc, docx, txt, rtf Education School Select. Degree Select. Select. If applicable, what is your middle initial? Address 1 * Address 2 i.e. PO Box, Unit Number, Apartment Number City * State * Select. i.e. WI i.e. 53590 County * Are you a current team member at Compeer Financial? * Select. A current team member would include full-time, part-time, temporary or interns who presently work at Compeer Financial. Are you a previous team member of Compeer Financial? * Select. A previous team member would include full-time, part-time, temporary or interns who have worked at Compeer Financial in the past, but are not presently employed with Compeer Financial. Do you currently or have you previously worked for another Farm Credit association other than Compeer Financial? * Select. Are you authorized to work in the United States? * Select. What is your desired salary? Are you at least 18 years of age? * Select. Are you open to relocating for this position, or are you currently within driving distance of the position location? * Select. Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in Compeer Financial’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Select. Voluntary Self-Identification of Disability Form CC-305 Page 1 of 1 OMB Control Number 1250-0005 Expires 04/30/2026 Voluntary Self-Identification of Disability Form CC-305 Page 1 of 1 OMB Control Number 1250-0005 Expires 04/30/2026 Why are you being asked to complete this form? We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years. Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at . How do you know if you have a disability? A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to: Alcohol or other substance use disorder (not currently using drugs illegally) Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS Blind or low vision Cancer (past or present) Cardiovascular or heart disease Celiac disease Cerebral palsy Deaf or serious difficulty hearing Diabetes Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders Epilepsy or other seizure disorder Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome Intellectual or developmental disability Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD Missing limbs or partially missing limbs Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS) Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities Partial or complete paralysis (any cause) Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema Short stature (dwarfism) Traumatic brain injury Disability Status Select. 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Empowered to live. Inspired to work. Compeer Financial is a member-owned cooperative located in Illinois, Minnesota and Wisconsin. We bring together team members with a variety of backgrounds and experiences to help provide financial services to support agriculture and rural communities. Join us in a culture that not only promotes meaningful work and professional development, but provides a flexible, hybrid work environment and excellent benefits, which empower you to thrive both personally and professionally. How we support you: Hybrid model - up to 50% work from home Flexible schedules including ample flexibility in the summer months Up to 9% towards 401k (3% fixed Compeer contribution plus up to 6% match) Benefits: medical, dental, vision, HSA/FSA, life & AD&D insurance, short-term and long-term disability, wellness program & EAP Vacation, sick leave, holidays/floating holidays, parental leave, and volunteer paid time off Learning and development programs Mentorship programs Cross-functional committee opportunities (i.e. Inclusion Council, emerging professional groups, etc.) Professional membership/certification reimbursement and more! Casual/seasonal & intern team members are not eligible for benefits except for state-mandated programs. To learn more about Compeer Financial visit Where you will work: This position offers a hybrid work option up to 50% remote and is based out of the MN-Lakeville, MN-Mankato and WI-Sun Prairie office location(s). The contributions you will make: This role plays a pivotal part in enhancing the organization's dynamic workforce by focusing on recruitment and talent acquisition for Compeer Financial. As the initial point of contact for prospective team members, this position not only identifies and attracts top talent but also serves as a culture ambassador, embodying and promoting Compeer's values and workplace culture. A typical day: Recruitment Conducts recruitment and selection efforts on assigned positions to source and procure high quality, diverse talent. Develops recruitment strategies as appropriate. Operates within full compliance of state and federal laws and regulations related to employment and human resource management. Demonstrates the Compeer brand and professional relationships throughout the recruitment process. Creates and is responsible for online and print job postings. May partner with the HR Coordinator or work directly with newspaper personnel and online vendors to create and proof the job posting, ensuring it is posted accurately and timely. Coordinates the recruiting process by evaluating resumes and applications, administering and interpreting pre-hire assessments and conducting phone interviews with internal and external candidates. Partners with the hiring team leader throughout the entire recruitment process, and the Total Rewards team on compensation recommendations. Presents offers of employment to final candidates ensuring offer letter, transfer memo and/or documentation is in place. Talent Management Program Support Assists with specific projects action items that are part of the annual HR & Talent Management Team Action items and contributes to functional and cross-functional initiatives as directed. Collaborates and develops strong professional partnerships with other members of the HR team and broader organization. Supports and coordinates ongoing delivery of programs regarding orientation and onboarding, retention, team member engagement, and team member and leader development as directed. Coordinates opportunities for Compeer to have a presence in recruitment and employer awareness activities such as college, professional, or diversity networking events, career events, on campus classroom and club involvement, mock interviews, etc. Assists with orientation and onboarding for all new hires. The skills and experience we prefer you have: Bachelor's degree in business administration, human resources or related field or an equivalent combination of education and experience sufficient to perform the essential functions of the job . Experience in recruitment. Professional Human Resources ( PHR ) or SHRM certification , preferred. Solid HR knowledge, including employment law. Strong organizational skills and attention to detail. Experience working with sensitive and confidential information required . Demonstrated ability to provide strong client service to internal and external c lients. Able to manage multiple projects and timelines simultaneously in a high paced work environment. Strong interpersonal skills and good judgement to management sensitive and confidential matters. Excellent written and verbal communication skills. How we will take care of you: Our job titles may span more than one career level (associate, senior, principal, etc.). The actual title and base pay offered is dependent upon many factors, such as: training, transferable skills, work experience, business needs and market demands. The base pay range is subject to change and may be modified in the future. This role is eligible for variable compensation and other benefits. Base Pay $66,000 - $99,700 USD Compeer Financial is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. Must be authorized to work for any employer in the United States. Compeer is unable to sponsor or take over sponsorship of an employment visa at this time. #J-18808-Ljbffr

GENERAL RESPONSIBILITIES Responsible for support and administration of recruitment programs for assigned areas of business. Works in collaboration with appropriate stakeholders to strategically address workforce needs. Collaborates with leaders across the organization to support talent acquisition pipelines and staffing across designated lines of business. Takes primary responsibility for the execution and administration of student and non-employee rotations. Assists leaders, community partners and various educational institutions with the organization's student program, developing relationships, managing agreements and interacting with individual learners and other stakeholders. ESSENTIAL DUTIES Assists in the development and implementation of recruitment material including posting employment information on key external and internal recruiting sites to help meet both compliance and distribution objectives. Administers the applicant tracking program to document recruitment and screening activities for relevant positions in accordance with Terry Reilly policies and applicable employment law. Conducts pre-screening interviews and may participate in interviews with managers as appropriate for each position. Responsible for maintaining job announcement documentation. Assists Human Resources and leaders to ensure job descriptions are organized, non-duplicated, and easily accessible. Updates descriptions with approved changes and maintains current version in the file and on Intranet. Partners with HR leadership to provide education on hiring practices and develop training materials that support employee success. Provides general HR assistance to employees, managers and external customers as it pertains to recruiting. Organizes and represents the company at recruiting events, job fairs, and industry conferences to enhance visibility. Administers Terry Reilly's Student/Volunteer program and maintains organization wide dashboard of student/volunteer program activities. Coordinates communication between individual corporate departments, affiliated schools and Terry Reilly leadership to manage affiliation agreements, ensure appropriate utilization of preceptors, manage corporate liability and streamline processes. Works with leaders to plan and facilitate department specific goals for student and volunteer workforce. Collaborates with internal/external stakeholders to plan rotations/residency placements, tracks progress, follows up and rounds with staff. Coordinates with HR leadership to develop and deliver mandatory student/volunteer/resident trainings on compliance related topics identified in the Training and Development Policy. Tracks employee/student/volunteer participation in specified trainings in the current technologies as necessary. Assists with report and documentation for both internal tracking and presenting to divisions as needed. Supports other corporate leaders in the development of survey tools as needed to garner input from employees/students related to organizational needs. Provides backup support for other members of the Human Resources Team. MINIMUM QUALIFICATIONS One-year Human Resources experience Excellent organizational and interpersonal skills. Excellent written communication skills. A self-starter able to work with minimal supervision. Excellent computer skills, with experience using Microsoft Word and Excel Is professional in appearance and manner. PREFERRED QUALIFICATIONS Associated Degree or two-years Human Resources experience in lieu of education Experience using Microsoft Suite. #J-18808-Ljbffr

Join to apply for the Talent Acquisition Recruiter - Human Resources role at University of Utah Health 2 days ago Be among the first 25 applicants Join to apply for the Talent Acquisition Recruiter - Human Resources role at University of Utah Health Get AI-powered advice on this job and more exclusive features. Overview Join a Mission-Driven Team at the Forefront of Healthcare Talent! University of Utah Health Hospitals and Clinics is seeking a passionate and driven Overview Join a Mission-Driven Team at the Forefront of Healthcare Talent! University of Utah Health Hospitals and Clinics is seeking a passionate and driven Recruiter to join our dynamic Talent Acquisition team. In this full-time role, you'll play a vital part in shaping the future of healthcare by sourcing and connecting top-tier talent with one of the nation’s leading academic medical centers. You'll leverage a variety of tools and strategies—including an applicant tracking system (ATS), job boards, social media, and recruitment pipelines—to identify and engage exceptional candidates. While this role does not involve direct patient care, your impact will be felt across the organization as you help build teams that deliver world-class care. This position is not responsible for providing care to patients. Corporate Overview: The University of Utah is a Level 1 Trauma Center and is nationally ranked and recognized for our academic research, quality standards and overall patient experience. Our five hospitals and eleven clinics provide excellence in our comprehensive services, medical advancement, and overall patient outcomes. As a patient-focused organization, University of Utah Health exists to enhance the health and well-being of people through patient care, research and education. Success in this mission requires a culture of collaboration, excellence, leadership, and respect. University of Utah Health seeks staff that are committed to the values of compassion, collaboration, innovation, responsibility, integrity, quality and trust that are integral to our mission. EO/AA Responsibilities Screens candidates that have applied to open positions and provide recommendation of top applicants to the Sr. Recruiter. Build a talent network through proactive networking utilizing tools such as LinkedIn, Facebook, and Twitter. Track all sourcing activities within our CRM tool and provide analysis and recommendations based on talent community. Warm call and cold call leads within talent network to market the University of Utah Health Care openings. Assist with the scheduling and coordination of interviews. Participates in scope discussion with hiring managers and leaders. Provides recommendations on alternative sourcing channels. Knowledge / Skills / Abilities Demonstrated potential ability to perform the essential functions as outlined above. Market job opportunities to candidates through electronic and verbal communication. Knowledge of social media and the ability to utilize to create unique sourcing campaigns. QualificationsRequired Qualifications Two years experience in recruiting. Experience marketing job opportunities to potential candidates. Preferred Qualifications (Preferred) Bachelor's degree in a related field. Experience working with an applicant tracking system. Experience utilizing a database management tool to track leads or networks. Working Conditions and Physical Demands Employee must be able to meet the following requirements with or without an accommodation. This is a sedentary position that may exert up to 10 pounds and may lift, carry, push, pull or otherwise move objects. This position involves sitting most of the time and is not exposed to adverse environmental conditions. Physical Requirements Listening, Manual Dexterity, Near Vision, Sitting, Speaking, Standing, Walking Seniority level Seniority level Entry level Employment type Employment type Full-time Job function Job function Human Resources Industries Hospitals and Health Care Referrals increase your chances of interviewing at University of Utah Health by 2x Get notified about new Talent Acquisition Recruiter jobs in Salt Lake City, UT . Cottonwood Heights, UT $73,600.00-$38,000.00 1 week ago Salt Lake City, UT 117,300.00- 158,600.00 3 hours ago Salt Lake City Metropolitan Area 3 months ago Divisional Talent Acquisition Specialist People Tech Partner – Workday Systems Guru Executive Recruiter & Business Development Specialist Salt Lake City Metropolitan Area 3 days ago Human Capital Management, Learning & Development, Vice President, Salt Lake City Salt Lake City Metropolitan Area $9 ,100.00- 145,600.00 2 weeks ago iReturn Northrop Grumman’s Return to Work Program - R10163829-4 Salt Lake City, UT $8 ,600.00- 127,000.00 1 week ago Salt Lake City Metropolitan Area 6 days ago Resource Planning and Demand Forecasting Associate Environmental Compliance Manager (Remote - Intermountain and Southcentral) Salt Lake City, UT 98,742.00- 123,428.00 2 days ago We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI. #J-18808-Ljbffr

Talent Acquisition Specialist - Human Resources Join to apply for the Talent Acquisition Specialist - Human Resources role at CSU Careers Talent Acquisition Specialist - Human Resources 2 days ago Be among the first 25 applicants Join to apply for the Talent Acquisition Specialist - Human Resources role at CSU Careers Evaluate applicant materials in alignment with detailed position descriptions to determine eligibility based on minimum qualifications; interpret complex criteria across diverse job classifications and ensure adherence to university and regulatory hiring standards. Coordinate and execute the full lifecycle of emergency hire processes, ensuring compliance with university policy; maintain accurate and up-to-date records within the Applicant Tracking System (ATS), including troubleshooting and quality control in PageUp. Perform comprehensive compensation analysis at both initial and final offer stages; synthesize data from PeopleSoft, internal equity dashboards, and external market comparators to inform equitable and competitive salary recommendations. Draft and extend offer letters, ensuring accuracy and compliance with institutional policies; manage timely dissemination of documentation to candidates and stakeholders to facilitate seamless onboarding. Design, generate, and analyze custom recruitment reports using PageUp; identify trends, anomalies, and actionable insights to support continuous improvement in hiring practices. Prepare presentations for internal stakeholders, communicating key recruitment trends, progress metrics, and analytical insights to support data-driven planning and recruitment strategies Job Summary Evaluate applicant materials in alignment with detailed position descriptions to determine eligibility based on minimum qualifications; interpret complex criteria across diverse job classifications and ensure adherence to university and regulatory hiring standards. Coordinate and execute the full lifecycle of emergency hire processes, ensuring compliance with university policy; maintain accurate and up-to-date records within the Applicant Tracking System (ATS), including troubleshooting and quality control in PageUp. Perform comprehensive compensation analysis at both initial and final offer stages; synthesize data from PeopleSoft, internal equity dashboards, and external market comparators to inform equitable and competitive salary recommendations. Draft and extend offer letters, ensuring accuracy and compliance with institutional policies; manage timely dissemination of documentation to candidates and stakeholders to facilitate seamless onboarding. Design, generate, and analyze custom recruitment reports using PageUp; identify trends, anomalies, and actionable insights to support continuous improvement in hiring practices. Prepare presentations for internal stakeholders, communicating key recruitment trends, progress metrics, and analytical insights to support data-driven planning and recruitment strategies Education And Experience Equivalent to graduation from a four-year college or university. One year of technical or administrative experience. A graduate degree in a related field may be substituted for one year of the required experience. Additional qualifying experience may be substituted for the required education on a year-for-year basis. Salary Anticipated Hiring Range: $22.38 - $4.62 per hour Classification Range: 22.38 - 43.20 per hour Factors in determining the appropriate compensation for a role include experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. The Anticipated Hiring Range referenced in the job posting is the budgeted salary or hourly range that the University reasonably expects to pay for this position. The Classification Range may be broader than what the University anticipates paying for this position, based on internal equity, budget, and collective bargaining agreements (when applicable). Cal Poly Known for its Learn by Doing pedagogy, Cal Poly is the flagship of the world-renowned California State University system. Annually recognized as one of the top public universities in the nation, Cal Poly continues to offer an academic curriculum based on learned experience gained through real-world practice. Located in San Luis Obispo, Cal Poly is nestled comfortably among the coastal foothills, minutes from the Pacific Ocean and equidistant to the Bay Area and Los Angeles. Cal Poly offers a best-in-class benefits program, including health, dental and vision insurance, retirement participation in the Public Employees' Retirement System, and educational benefits for eligible employees. See our benefits website for additional information. Equal Opportunity and Excellence in Education and Employment This position is open and available to all regardless of race, sex, color, ethnicity or national origin. Consistent with California law and federal civil rights laws, Cal Poly provides equal opportunity in education and employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin. Our commitment to equal opportunity means ensuring that every student and employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California’s Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU’s Nondiscrimination Policy. We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices. Cal Poly is a diverse community of individuals who represent many perspectives, beliefs and identities, committed to fostering an inclusive, respectful, and intellectually vibrant environment. We cultivate a culture of open dialogue, mutual respect, and belonging to support educational excellence and student success. Through academic programs, student organizations and activities, faculty initiatives, and community partnerships, we encourage meaningful engagement with diverse perspectives. As a higher education institution, we are dedicated to advancing knowledge and empowering individuals to reach their full potential by prioritizing inclusive curriculum development, faculty and staff training, student mentorship, and comprehensive support programs. At Cal Poly, excellence is built on merit, talent, diversity, accessibility, and equal opportunity for all. Supplemental Information Satisfactory completion of a background check (including a criminal records check) is required for employment. Cal Poly will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Current employees who are offered positions on campus will be required to undergo a background check for any position where a background check is required by law or that Cal Poly has designated as sensitive. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position. The person holding this position is considered a 'mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Cal Poly, San Luis Obispo is not a sponsoring agency for staff or management positions. Applicants for staff and management positions must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time. Seniority level Seniority level Entry level Employment type Employment type Full-time Job function Job function Human Resources Industries Higher Education Referrals increase your chances of interviewing at CSU Careers by 2x Get notified about new Talent Acquisition Specialist jobs in San Luis Obispo, CA . Greater San Luis Obispo Area $22. 8- 43.20 5 days ago Greater San Luis Obispo Area 22.38- 43.20 1 day ago San Luis Obispo, CA 22.38- 43.20 10 hours ago We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI. #J-18808-Ljbffr

Talent Acquisition Specialist - Human Resources Apply now Job no: 549420 Work type: Staff Location: San Luis Obispo - Mustang Business Park Categories: Unit 9 - CSUEU - Technical Support Services, Administrative, Temporary, Full Time, Human Resources, On-site (work in-person at business location) Job Summary Evaluate applicant materials in alignment with detailed position descriptions to determine eligibility based on minimum qualifications; interpret complex criteria across diverse job classifications and ensure adherence to university and regulatory hiring standards. Coordinate and execute the full lifecycle of emergency hire processes, ensuring compliance with university policy; maintain accurate and up-to-date records within the Applicant Tracking System (ATS), including troubleshooting and quality control in PageUp. Perform comprehensive compensation analysis at both initial and final offer stages; synthesize data from PeopleSoft, internal equity dashboards, and external market comparators to inform equitable and competitive salary recommendations. Draft and extend offer letters, ensuring accuracy and compliance with institutional policies; manage timely dissemination of documentation to candidates and stakeholders to facilitate seamless onboarding. Design, generate, and analyze custom recruitment reports using PageUp; identify trends, anomalies, and actionable insights to support continuous improvement in hiring practices. Prepare presentations for internal stakeholders, communicating key recruitment trends, progress metrics, and analytical insights to support data-driven planning and recruitment strategies Education and Experience Equivalent to graduation from a four-year college or university. One year of technical or administrative experience. A graduate degree in a related field may be substituted for one year of the required experience. Additional qualifying experience may be substituted for the required education on a year-for-year basis. Anticipated Hiring Range:$22.38 - $4.62 per hour Classification Range: 22.38 - 43.20 per hour Factors in determining the appropriate compensation for a role include experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. The Anticipated Hiring Range referenced in the job posting is the budgeted salary or hourly range that the University reasonably expects to pay for this position. The Classification Range may be broader than what the University anticipates paying for this position, based on internal equity, budget, and collective bargaining agreements (when applicable). Cal Poly Known for its Learn by Doing pedagogy, Cal Poly is the flagship of the world-renowned California State University system. Annually recognized as one of the top public universities in the nation, Cal Poly continues to offer an academic curriculum based on learned experience gained through real-world practice. Located in San Luis Obispo, Cal Poly is nestled comfortably among the coastal foothills, minutes from the Pacific Ocean and equidistant to the Bay Area and Los Angeles. Cal Poly offers a best-in-class benefits program, including health, dental and vision insurance, retirement participation in the Public Employees' Retirement System, and educational benefits for eligible employees. See our benefits website for additional information. Equal Opportunity and Excellence in Education and Employment This position is open and available to all regardless of race, sex, color, ethnicity or national origin. Consistent with California law and federal civil rights laws, Cal Poly provides equal opportunity in education and employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin. Our commitment to equal opportunity means ensuring that every student and employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California’s Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU’s Nondiscrimination Policy. We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices. Cal Poly is a diverse community of individuals who represent many perspectives, beliefs and identities, committed to fostering an inclusive, respectful, and intellectually vibrant environment. We cultivate a culture of open dialogue, mutual respect, and belonging to support educational excellence and student success. Through academic programs, student organizations and activities, faculty initiatives, and community partnerships, we encourage meaningful engagement with diverse perspectives. As a higher education institution, we are dedicated to advancing knowledge and empowering individuals to reach their full potential by prioritizing inclusive curriculum development, faculty and staff training, student mentorship, and comprehensive support programs. At Cal Poly, excellence is built on merit, talent, diversity, accessibility, and equal opportunity for all. Supplemental Information Satisfactory completion of a background check (including a criminal records check) is required for employment. Cal Poly will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information.Current employees who are offered positions on campus will be required to undergo a background check for any position where a background check is required by law or that Cal Poly has designated as sensitive.Failure to satisfactorily complete the background check may affect the continued employment of a current CSUemployee who was conditionally offered the position. The person holding this position is considered a 'mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Cal Poly, San Luis Obispo is not a sponsoring agency for staff or management positions. Applicants for staff and management positions must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time. Advertised: Jun 20 2025 Pacific Daylight Time Applications close: We will email you new jobs that match this search. Ok, we will send you jobs like this. The email address was invalid, please check for errors. This is a 90-day Emergency Hire position to support the Talent Acquisition team within the central human resources office. This is a 90-day Emergency Hire position to support the Talent Acquisition team within the central human resources office. #J-18808-Ljbffr