Description

The Talent Acquisition Manager is an experienced professional who will play a crucial role in finding and retaining top talent for the company. The TA Manager serves as a strategic business partner with leadership and recruiting team implementing the organization’s recruitment strategy by leading and developing hiring strategies and leading employment branding initiatives.

Duties and Responsibilities:

• Assess the organization’s staffing requirements and analyze workforce gaps and identify areas where new hires are needed.

• Collaborate with stakeholders to ensure alignment with organizational goals.

• Identify individuals who align with the organization’s values and goals.

• Lead the planning, development, and implementation of the recruitment strategies to acquire top talent and retain outstanding employees.

• Create comprehensive plans for attracting and recruiting top talent by considering various channels, such as job boards, social media, and employee referrals.

• Actively search for suitable candidates through various methods, including direct sourcing, networking, attending job fairs.

• Utilize metrics to analyze data and identify areas of improvement.

• Supervise Talent Acquisition Partners

• Ensure company compliance, to include comprehensive understanding of compliance with OFCCP.

Qualifications

• Bachelor’s degree in human resources, business, communications, or other pertinent discipline is preferred; a combination of relevant experience and education may be considered in lieu of a degree.

• 12+ years Talent Acquisition experience

• 5+ years managing and leading others.

Knowledge, Skills, and Abilities:

• Strong customer services orientation.

• Excellent oral and written communication skills.

• Strong organizational skills and ability to multi-task.

• Strong negotiation and influencing skills.

• Strong interpersonal, leadership and coaching skills.

• Proven ability to build high performing teams, partnerships and working relationships at all levels of the organization.

• Understands employment laws.

• Excellent analytical and processing skills.

• Excellent working knowledge of Microsoft Office Suites (Word, Excel, PowerPoint,).

• Experience with UKG ATS preferred.

• Understands recruiting market.

Physical Demands/Work Environment:

While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to handle, or feel objects, tools or controls; reach with hands and arms; talk or hear. Specific vision abilities required by the job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus.

The work environment includes ambient room temperatures, well-lit work areas and traditional office equipment as found in atypical office environment. Must occasionally lift or move 20+ pounds.

About Us:

PowerSecure, a Southern Company subsidiary, is a leading provider of innovative energy solutions to electric utilities and their industrial, institutional, and commercial customers.

We invest in high-value and cost-effective benefits for our employees. Our benefits package includes:

• Medical, dental, vision and life insurance coverage

• Competitive pay and a matching 401 (k) plan

• Vacation, Company Holidays, Paid Time Off (PTO- personal and sick days)

• Flexible spending accounts/Health savings account

• Wellness Incentive Programs

• Employee Referral Program

• Tuition Reimbursement

PowerSecure is an Equal Opportunity/Affirmative Action employer and will consider all qualified applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.

#ZR

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)Operating Company: PowerSecure