Shire Jobs

Description

Be the change you wish to see in the world! Come join our team to empower children and families in our communities to transform their lives and develop to their full potential.

Pressley Ridge Benefits

The well-being of our employees and their families is important to us. At Pressley Ridge, we strive to provide the most competitive and comprehensive employee benefit programs that are affordable and help you and your family achieve and maintain your best possible health.

• Medical coverage available with a Health Savings Account (HSA) with 50% employer match

• Prescription coverage

• Dental and vision plans

• Patient advocate and Medicare specialists available at no cost

• Dependent Care Flexible Savings Account

• Wellness incentive (up to $250)

• 403b with up to 9% employer give/match

• Free life insurance and AD&D

• Paid Time Off (PTO)

• 9 paid holidays (7 recognized holidays plus a floating and birthday holiday per year)

• Tuition reimbursement (if applicable)

• Employee Assistance Program (EAP)

Position Summary

The Talent Acquisition and Retention Coordinator is responsible for partnering with the community and external organizations, identifying sources of talent, screening applicants, providing hiring managers with viable candidates, and scheduling and participating in interview panels. The person in this position, along with program leadership, is also responsible for implementing initiatives which will increase employee retention, including new employee welcoming, performance development and succession planning, with the goal of ensuring that the organization is a Employer of Choice.

Talent Acquisition

• Consults with Program/Department Directors on position vacancies

• Identifies and recommends the best methods to find and attract talent based on the position requirements and location of the opening.

• Maintains Qualified Applicant Pool

• With the assistance of Marketing, develops recruitment materials for the organization.

• Partners with program leadership to pre-screen applicants through phone interviews and/ or other methods, if necessary.

• Responsible for maintenance of applicant tracking and onboarding systems within the HR Information System.

• Works to advance applicant and staff diversity, equity and inclusion goals.

• Builds and maintains positive community relationships

• Maintains positive university relations with regional schools, and proactively works with them to help identify current and/or future talent.

Employee Welcoming/ Onboarding

• Partners with Programs to ensure that new hires are welcomed into the organization and all of their immediate needs and questions are addressed.

• Ensures all new hires complete the necessary pre-employment paperwork and meet with required background requirements.

• Partners with Programs to provide support for the employee during the beginning of their employment.

Employee Development, Succession, and Retention

• Partners with Training and program leadership, to identify career development goals whether in their current position or a future position, and avenues in which to advance these goals. Suggests performance development and leadership development paths to employees.

• Uses data to identify programs with retention issues, and partners with program leadership to suggest ways to improve employee retention. Further uses data to determine those programs who can be used as positive examples and works to duplicate their efforts across the organization.

• Partners with Training to provide support regarding employee succession planning.

Qualifications

Education

Required

• Bachelors or better in Human Resource Administration

Preferred

• Masters or better in Human Resource Administration

Experience

Required

• 3 years: Experience recruiting staff, including both exempt and non-exempt positions

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)