Offer summary

Qualifications:

Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s preferred)., Proven experience in a senior HR leadership role, preferably as a Chief People Officer or similar., Strong understanding of remote work dynamics and best practices., Excellent communication, leadership, and interpersonal skills..

Key responsibilities:

Proactively source and engage qualified candidates through various channels.

Conduct structured interviews and assess candidates’ qualifications and cultural fit.

Collaborate with hiring managers to develop talent acquisition strategies aligned with business objectives.

Build strong relationships with candidates and ensure a positive candidate experience throughout the recruitment process.

Job description

This is a remote position.

Remote (Working hours: 9 AM - 6 PM Eastern Time)

Job Summary: The Talent Acquisition Specialist, focusing on recruiting remote workers, defining organizational roles, and managing all HR functions. This role requires a strategic thinker with a deep understanding of remote work dynamics, organizational development, and employee engagement. This role can not only attract top talent but also manage the recruitment process efficiently, ethically, and in alignment with organizational goals.

KEY RESPONSIBILITIES:

1. Recruiting and Sourcing

Proactive Sourcing: Expertise in identifying and engaging qualified candidates through multiple channels, including job boards, social media, networking, and talent pools.
Candidate Pipeline Management: Ability to build and maintain a strong, diverse pipeline of candidates for current and future hiring needs.
Employer Branding: Promoting the company's culture and values to attract top talent, ensuring a positive candidate experience throughout the recruitment process.

2. Interviewing and Assessment

Interviewing Skills: Proficient in conducting structured, behavioral, and competency-based interviews to assess candidates’ qualifications, skills, and cultural fit.
Assessment Tools: Knowledge of various candidate assessment tools, including psychometric tests, skills assessments, and other selection methodologies.
Candidate Evaluation: Ability to evaluate and compare candidates objectively, ensuring alignment with job requirements and organizational culture.

3. Talent Strategy and Workforce Planning

Workforce Planning: Collaborating with hiring managers to understand current and future staffing needs, and developing talent acquisition strategies accordingly.
Strategic Thinking: Ability to align recruitment strategies with the overall business objectives, ensuring the right talent is brought in at the right time.
Market Intelligence: Staying up to date with industry trends, salary benchmarks, and competitor hiring strategies.

4. Candidate Relationship Management

Relationship Building: Building strong, long-term relationships with candidates, hiring managers, and external partners (e.g., staffing agencies, universities, etc.).
Candidate Experience: Ensuring a seamless and positive experience for candidates at every stage of the recruitment process, from initial contact to offer acceptance.
Negotiation Skills: Effectively negotiating offers, compensation packages, and employment terms with candidates while maintaining company budget and policy standards.

5. Diversity and Inclusion

Diversity Recruiting: Developing and executing strategies to attract and hire diverse candidates, promoting inclusivity in the recruitment process.
Bias Mitigation: Implementing practices to reduce unconscious bias in the hiring process, ensuring fair and equitable evaluations.

6. Communication and Collaboration

Clear Communication: Strong verbal and written communication skills, with the ability to articulate job requirements, expectations, and company culture to candidates and stakeholders.
Collaboration: Working closely with hiring managers, HR teams, and other departments to ensure alignment on hiring goals, process improvements, and workforce needs.

7. Data-Driven Decision-Making

Recruitment Metrics: Proficient in using recruitment analytics to measure the effectiveness of sourcing channels, time-to-hire, cost-per-hire, and other key performance indicators (KPIs).
Continuous Improvement: Utilizing data insights to improve recruiting processes continuously, candidate sourcing methods, and hiring strategies.

8. Legal and Ethical Compliance

Employment Laws: Knowledge of labor laws, equal employment opportunity (EEO) regulations, and industry-specific compliance requirements.
Ethical Recruiting: Ensuring that recruitment practices are ethical, transparent, and adhere to organizational and legal standards.

9. Technology and Tools

Applicant Tracking Systems (ATS): Proficiency in using ATS software to manage job postings, track candidates, and streamline the hiring process.
HRIS and Recruiting Platforms: Experience with HR information systems (HRIS), recruitment marketing platforms, and other talent acquisition tools.
Social Media Recruiting: Using platforms like LinkedIn, Twitter, and other social media to source and engage with candidates.

10. Organizational and Time Management Skills

Time Management: Strong organizational skills with the ability to manage multiple recruitment campaigns simultaneously while meeting deadlines.
Prioritization: Ability to prioritize tasks effectively, ensuring that high-priority positions are filled in a timely manner while maintaining attention to detail in each stage of the recruitment process.