9 Specialized Roles jobs in Cochranville

Job Description: Position Summary The Talent Acquisition Specialist is responsible for developing and implementing strategic recruitment initiatives to attract and acquire top-tier talent that aligns with the organization's culture and business objectives. This role ensures a seamless hiring process, builds talent pipelines, enhances the candidate's experience, and contributes to workforce planning and diversity initiatives. The Talent Acquisition Specialist will operate within the outline defined by the Crescent Way's 3 P's:PurposeProcessPeople While building on our Values to:Do it RightDo it SafeDo it Well Essential Duties and Responsibilities SafetyDoing it Safe – Read and understand the Crescent Safety Playbook.Promote and maintain a safe, inclusive, and compliant hiring environment throughout the candidate's lifecycle.To mitigate risks, ensure all hiring processes follow Crescent policies, equal employment opportunity (EEO), and labor laws.Stay updated on employment laws and regulations to ensure all recruitment practices are compliant and reflect best practices.Train hiring managers on bias-free interview practices, safety standards when conducting interviews and onsite tours, and compliance requirements.Ensure that only safety-conscious people are hired or promoted within Crescent. Quality Develop and maintain diverse, high-quality talent pipelines for critical roles.Analyze Targeted Selection Profiles to ensure alignment with role expectations and Crescent goals.Conduct competency-based interviews to ensure cultural fit, job proficiency, and alignment with role expectations.Evaluate and report key metrics (e.g., time-to-hire, quality of hire, offer acceptance rates) to monitor the effectiveness of talent acquisition efforts.Data Integrity –Evaluate and report key metrics (e.g., time-to-hire, quality of hire, offer acceptance rates) to monitor the effectiveness of talent acquisition effortsEnsure the complete integrity of all data.Maintain a network providing Crescent with access to talent. ProductivityManage full-cycle recruitment for both exempt and non-exempt positions, including sourcing, screening, interviewing, and facilitating the selection and hiring process to ensure seamless candidate experience.Leverage innovative sourcing techniques (e.g., LinkedIn Recruiter, job boards, internal referrals, talent pools) to reduce time-to-fill metrics.Utilize recruitment tools, systems (Greenhouse, UKG, ATS), and metrics to optimize efficiency and improve workflows.Ensure consistent, positive experience for candidates, hiring managers, and onboarding stakeholders.Ensure we only promote and hire high-performing People who live our values, are motivated to do the job, and align with the cognitive needs for each role through the use of Crescent assessments, e.g., Predictive Index, HBDI, and SHL.Monitor all open positions within the sites and ensure an established course of action exists to recruit and fill these positions.Continue to refine the recruitment process to improve our ability to gauge each candidate's skills and their overall fit.Deliver on established timelines for recruitment of external & internal positions. PeoplePartner with internal stakeholders (e.g., hiring managers, PG team managers) to identify current and future talent needs.Serve as a mentor to Site People Generalist and provide guidance on sourcing, candidate screening, and pipeline management.Enhance employer branding efforts by collaborating with the PG team and Communications to promote Crescent as an employer of choice (social media, job fairs, career events).Build strong relationships with internal teams to support workforce planning and retention strategies.Partner in the creation and design of our hiring marketing materials.In conjunction with the Compensation and Compliance team members– monitor the alignment of all levels 3 to 6, Crescent compensation bands within the markets we operate and new markets to expand.Leverage behavioral and situational interviews, skills assessments, and tools like SHL, Predictive Index, and HBDI assessments to improve hire quality.Promote and assist in Crescent achieving its goal of 2/3 internal promotions.Identify and implement programs or sources to attract and retain our talent.Collaborate with local organizations, industry associations, and the Goering Center network to broaden Crescent's reach.Partner with veterans' programs, special interest groups (i.e. engineers), and workforce development boards.Encourage Crescent leaders and recruiters to grow networks on LinkedIn.Regularly share job opportunities and thought leadership content. Customer ValueIn conjunction with the People Generalist/Business Manager and Hiring Manager, ensure the TSP for each new hire or promotion is accurate and current.Build and nurture relationships with potential candidates for future openings, ensuring a robust talent pipeline.Support Crescent's internal and external branding initiatives, such as intern partnerships with universities, promoting Crescent's employer brand through social media, and representing Crescent at industry and hiring events.Ensure a world-class candidate experience through timely, transparent, and respectful communication throughout the hiring process.Partner with hiring managers to provide clear expectations, recruitment timelines, and structured processes for interviewing and selection.Support Crescent WPWB initiatives by implementing strategies to recruit talent with diverse skills, backgrounds, experiences, and cognitive diversity- focusing on how individuals perceive, process, and solve problems.Ensure each new hire (Levels 3 to 5) receives an onboarding plan, CCM.Follow up with all new hires and promotions to assess their level of satisfaction with their new opportunity – perform any and all CAPA to address issues or concerns. FinancialManage recruitment budgets effectively, ensuring minimal reliance on external agencies while delivering strong results.Drive cost savings by improving internal referral programs, leveraging low-cost sourcing methods, and minimizing time-to-fill.Provide hiring analytics to identify trends and opportunities for cost and process optimization.In conjunction with the Talent Acquisitions Team, review and assess our overall competitive landscape at each of our businesses. RegulatoryOperate in full compliance of Crescent hiring process and state, federal regulations. All other duties as assigned, including but not limited to identifying and training an individual capable of successfully completing all stated Essential Duties and Responsibilities as appropriate to maintain integrity of position for progression planning and coverage during times of absence. Cultural Competencies Do It Right Doing what is right for our customers, doing what is right for our company and doing what is right for our People. Continually improving the quality of our products and services. Monitoring and measuring every key ingredient which could negatively impact our quality. Doing it Right ensures we are always becoming a Premier Service Provider.Identifies and counters resistance to changeAdvocates continuous improvementForges teams and provides directionProvides constructive performance feedbackWillingly adjusts the make-up of the teamPlans, delegates, and follows upGuides others to improve collaborationEntrepreneurial initiative Do It Safe Creating a safe environment and supporting our People to reach their highest potential. A safe environment where all forms of risk are assessed and controlled. A safe environment open to new ideas, where our people's opinions and overall well-being count. A diverse environment where everyone fits and can be successful.Self-assured yet humbleAble communicator—good clarity, balanced talker and listenerPatientEffectively assertive and able to handle conflict and confrontationSolution vs. blame orientedMixture of firmness and flexibilityHas energy and enthusiasmHolds self and others accountableWilling to take calculated risks Do It Well Optimizing all our resources to efficiently and effectively perform all tasks well. Our overall productivity as a company is a reflection of the thousands of activities performed well each and every day by everyone. At Crescent, our ability to Do it Well is a real source of pride valued by our customers.Systematic trainer, willing and able to develop peopleGood work ethic, task focused and willing to extend extra effortAble to follow structure where it exists and create structure where it does notResilient—able to deal with the unexpected, not easily flusteredMaintains sense of urgencyFollows up to ensure quality task completionDisciplined Self Starter Work Environment / Physical DemandsDynamic, fast-paced environment requiring adaptability to changing business and customer needs.Ability to frequently sit, stand, walk, reach with hands and arm's length, climb or balance, stoop, kneel, and crouch.Ability to sit for extended periods of time at a desk in a traditional office environment.Ability to travel 30% to Crescent locations, job fairs, etc.Willing to travel from home/corporate offices to corporate/operating sites routinely based on company travel policies.Ability to sit for extended periods while using a computer; occasional travel for recruitment events (e.g., career fairs, college partnerships).Moderate noise (i.e., business office with computers, phones, printers, warehouse traffic). Management Reasoning and Organizational SkillsHigh average to above average general intelligence, good common sense and an ability to learn and apply lessons from direct experiencePractical problem solverAbility to anticipate and look aheadMental agility and the capacity to handle an up-tempo work paceIdea generatorHas viable administrative, organizational and time management skillsCan shift focus as neededThorough, accurate, detail-orientedEffective time management and ability to prioritizeExhibits big picture thinking and a combination of Short term and Long term (Strategic) thinking Systems UsageUKGGreenhouseMicrosoft OfficeLinkedInDocuSignCheckrGrayscaleLinkedInPredictive IndexHootsuiteScreenfluenceSHLCanvaHBDI Practitioners PortalSocial Media Content Management Performance Metrics and TrendsSafetyQualityProductivityPeopleCustomer ValueFinancial Qualifications Education & Experience:Bachelor's degree in Human Resources, Business Administration, or a related field.1 to 3 years of full cycle recruiting experience, including sourcing, interviewing, and managing recruitment processes.Proficiency with Applicant Tracking Systems (ATS), LinkedIn Recruiter, and other sourcing platforms.Exceptional written, verbal, and presentation skills to communicate effectively at all organizational levels.Proficiency with HR data analytics tools to drive data-based decisions.Strong organizational skills, attention to detail, multitasking ability, and problem-solving under time-sensitive deadlines.Ability to align recruitment initiatives with long-term workforce goals.Understanding HR practices and compliance, including employment laws, hiring regulations, and best practices in talent acquisition. Preferred Qualifications:Certifications in Talent Acquisition or Human Resources (e.g., SHRM-CP, PHR, AIRS Certified Recruiter).Experience in managing diverse and inclusive hiring initiatives.Background in high-volume or specialized recruitment within specific industries like Manufacturing, Warehousing, Aerospace, or Corporate Services.3+ years of experience in proactively identifying and implementing creative sourcing strategies.Strong project management skills, including the ability to plan, coordinate, and execute multiple hiring initiatives, process improvements, and talent acquisition projects within deadlines.Experience coordinating and participating in job fairs, as well as facilitating new hire orientation and onboarding processes to ensure a smooth candidate-to-employee transition. We will absolutely know the Talent Acquisition Specialist is successful if they can:High candidate satisfaction rates measured through post-hire surveys.Positive feedback from hiring managers on recruitment effectiveness and quality of talent delivered.Achievement of hiring targets, with a focus on time-to-fill and time-to-start.Improved efficiency in recruitment workflows and process optimization.Talent pipelines are robust, succession plans are in place, and critical roles are filled quickly.Crescent retains high-performing and high-potential talent, reducing turnover and filling roles internally.Improved quality of hire scores based on post-hire performance and retention metrics.Reduced recruitment costs through proactive sourcing strategies and referral programs. By completing this application, you are acknowledging the following: I am at least 18 years of age of older I can perform the essential functions of this position, with or without accommodationI am a US Citizen or otherwise authorized to work in the US on an unrestricted basis Pay Range $55,000—$75,000 USD

Qualifications: Requirements:

Bachelor's degree in HR or related field or equivalent experience

5+ years of experience recruiting exempt professionals

Strong understanding of Applicant Tracking Systems

Consulting skills with a focus on questioning assumptions, challenging thoughts, and providing alternative perspectives

Proven experience in social s.

As a Product Manager, Vice President in Talent Acquisition, you are an integral part of the team that innovates new product offerings and leads the end-to-end product life cycle. You will be responsible for acting as the voice of the customer and developing profitable products that provide customer value. You will utilize your deep understanding of how to get a product off the ground, you guide the successful launch of products, gather crucial feedback, and ensure top-tier experiences. You will collaborate closely with cross-functional teams to deliver high-quality products that exceed customer expectations, drive and optimize the talent acquisition process, leveraging business intelligence to inform business strategy and personalization efforts. You will work independently to gather and analyze data, ensuring that insights are effectively integrated into the product roadmap.

Job responsibilities

• Develops a product strategy and product vision that delivers value to customers
• Manages discovery efforts and market research to uncover customer solutions and integrate them into the product roadmap
• Owns, maintains, and develops a product backlog that enables development to support the overall strategic roadmap and value proposition
• Builds the framework and tracks the product's key success metrics such as cost, feature and functionality, risk posture, and reliability
• Work closely with engineering, design, marketing, and customer support teams to ensure successful product development and launch.
• Gather and analyze customer feedback and data to inform product decisions. Use customer insights to drive continuous improvement and innovation.
• Define and track key performance indicators (KPIs) to measure the success of customer lifecycle initiatives. Use data to make informed decisions and optimize strategies.
• Communicate product vision, strategy, and progress to stakeholders at all levels of the organization. Build consensus and alignment around product goals.
• Mentor and guide junior product managers and team members. Foster a culture of collaboration, innovation, and excellence within the product team.
• Apply technical expertise to work with engineering and application configuration teams, driving innovative product solutions, shaping product architecture, and ensuring seamless integration of new features.

• 5+ years of experience in product management, with a focus on customer lifecycle or related areas.
• Advanced knowledge of the product development life cycle, design, and data analytics
• Proven ability to lead product life cycle activities including discovery, ideation, strategic development, requirements definition, and value management
• Proven track record of successfully launching and managing products that drive customer engagement and retention.
• Strong analytical skills and experience with data-driven decision-making.
• Excellent communication and interpersonal skills, with the ability to influence and collaborate with cross-functional teams.
• Experience with agile development methodologies and tools including Jira.
• Passion for understanding customer needs and delivering exceptional user experiences.

• Demonstrated prior experience working in a highly matrixed, complex organization.
• Experience in developing and implementing personalization strategies.
• Ability to adapt to changing priorities and manage multiple goals simultaneously.
• Knowledge of UX principles to ensure that personalization efforts enhance the overall user experience.

JPMorganChase, one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world's most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management.

We offer a competitive total rewards package including base salary determined based on the role, experience, skill set and location. Those in eligible roles may receive commission-based pay and/or discretionary incentive compensation, paid in the form of cash and/or forfeitable equity, awarded in recognition of individual achievements and contributions. We also offer a range of benefits and programs to meet employee needs, based on eligibility. These benefits include comprehensive health care coverage, on-site health and wellness centers, a retirement savings plan, backup childcare, tuition reimbursement, mental health support, financial coaching and more. Additional details about total compensation and benefits will be provided during the hiring process.

We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as mental health or physical disability needs. Visit our FAQs for more information about requesting an accommodation.

JPMorgan Chase & Co. is an Equal Opportunity Employer, including Disability/Veterans

Job Description

Salary: 47,000

Do you want to make a difference in one of the fastest growing industries the beauty industry? At Aveda Institutes we have a passion for people, beauty, wellness, fashion, art, and the environment!

DO WHAT YOU LOVE, LOVE WHAT YOU DO!

Who We Are:

Do What You Love Love What You Do. Founded in 2004, Nurtur Aveda Institutes owns and operates 6 Aveda Institutes across the country. We are a community of professionals dedicated to environmental responsibility and developing future leaders in the world of beauty and wellness.

The Position:Were looking for a Recruitment and Community Relations Specialist!

Responsibilities:

• Uphold the Nurtur Core Values and Behaviors and Aveda Success Factors
  
• Manage and execute recruitment strategies through the utilization of marketing and data-driven processes to achieve an increase in high school student awareness of the Institute.
• Develop and maintain communication and sustainable relationships with high school counselors, community college coordinators, and high school students.
• Deliver Institute informational career presentations to high school students and attend college fairs to generate leads and potential enrollments for the Institute.
• Provide one-on-one counseling to prospective students, assisting them in understanding the Institutes admissions process, requirements, and available programs.
• Collaborate with the Admissions and Financial Aid Team to ensure annual enrollment goals are achieved.
• Actively participate in daily, weekly, and monthly team meetings and huddles.
• Stay current on institute policies and processes, industry growth and change, and program opportunities.
• Organize, coordinate, and attend on-campus recruitment events.
• Maintain a meticulous and up-to-date Customer Relationship Management (CRM) system to ensure accurate records that are consistent with all policies and training and efficient communication with potential students.
• Organize community outreach programs and coordinate special events that promote products, services, and the institute's mission.
• Develop relationships with salons and spas in the market to increase awareness of the Institute.
• Attend regularly scheduled meetings with the Recruitment Team, Institute Directors, and Institute Team events.
• Meet and exceed performance goals established by the Director of Business Operations.
• Communicate effectively and consistently with the Department Lead and Director of Business Operations.
• Performs duties as assigned and/or required to meet business needs.
• Abides by all other Nurtur policies and procedures as outlined in the Team Member Handbook and Code of Conduct
  

Requirements:

• Bachelors degree preferred.
• Prior work experience in recruitment, high school counseling, admissions, or community relations preferred.
• Exhibit self-direction, initiative, resourcefulness, and follow-through with the ability to work at a fast pace and handle multiple tasks and projects at the same time.
• Excellent interpersonal, communication, and presentation skills.
• Demonstrate extreme professionalism and confidentiality in manner, dress, and conduct.
  

Physical Demands and Work Environment

• Walk, stand up, and/or sit for up to twelve (12) hours per day
• Use hands to handle objects and reach with hands and arms
• Walk, sit, stand, balance, stoop, speak, and hear
• See a computer screen and read paper and electronic documents
• Occasionally lift and/or move objects up to 30 pounds
  
• Tolerate a minimal to moderate noise level typical of a school environment

Perks and Benefits:

• Medical/Dental/Vision/Life
  
• 401(k)/match
• PTO (paid time off)
• EAP (employee assistance program)
• Short-term disability
• Employee discount on products and services
• Growth Opportunities

Travel Requirements:The team member in this position must be able to travel locally to events and for out-of-state training and events as necessary.

Equal Opportunity Employer:

Nurtur Holdings LLC (including its affiliated organizations) is an Equal Opportunity Employer. All employees and applicants are covered by federal and state laws designed to safeguard employees and job applicants from discrimination on the basis of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information, military service, or other non-merit-based factors. Consistent with these obligations, Nurtur also provides reasonable accommodations to employees and applicants with disabilities and for sincerely held religious beliefs, observances, and practices.

If you've ever thought about sharing your skills and experience with others, here's your opportunity. Apply today!