The Talent Acquisition Partner I develops and executes recruitment plans to deliver top talent for Institute vacancies in a cost effective and efficient manner.  The TA Partner I will focus on, but not be limited to, high volume, entry-level roles within the Institute.  The TA Partner I will manage the full life cycle recruitment process that includes identifying needs, sourcing, interviewing and onboarding for new hires while following state and federal employment laws as well as Kennedy Krieger policy.

1. Partnership and Planning: Partners with hiring managers to identify staffing needs. Develops recruitment plans and recruitment strategy for a variety of positions within the Institute.
2. Float Pool & Temp Coordination: Responsible for float pool recruitment also coordinates team’s daily schedules and assignments and provides support and coaching. Coordinates external temp agency relationships.
3. Sourcing: Identifies and recommends sourcing techniques for each position, that includes social media, job boards, university efforts, job fairs/conferences, employee referrals and resume mining. Represents the Institute and networks through events, relationship building with staffing agencies/headhunters and building pipelines of top talent.
4. Follow Up: Provides regular (daily or weekly) follow up with respective hiring managers and candidates to ensure timeliness of recruitment process. Provides status updates and metrics to hiring managers and Talent Acquisition manager. Identifies recruiting/hiring challenges and make recommendations for solutions.
5. Process: Manages full life cycle recruitment process. Pre-screens, tests and interviews top talent and recommends candidates for manager interview. Assists with offer process.
6. Training: Delivers supervisory training to managers on a variety of interviewing and hiring strategies and assists with developing questions. Facilitates new employee orientation.
7. Applicant Tracking: Manages Applicant Tracking System (icims/Lawson). Checks pipeline daily, screens, routes and rejects candidates. Solicits and documents candidate status updates. Updates interview notes and ensures accurate rejection status codes.
8. Legal: Assists with OFCCP, Affirmative Action and EEO reporting and efforts.
9. Internal recruitment efforts: Manages internal transfer application process and counsels existing employees on career progression and promotional opportunities.
10. Coordinates the Live Near Your Work (LNYW) benefits and also assists recruiting team with budget preparation and monitoring.

QUALIFICATIONS:
• PHR or SHRM-CP certification and CHCR credentials are strongly preferred.

EDUCATION:
Must possess a Bachelor’s degree, preferably in a related field such as business or human resources. Will consider professional HR Certification (SHRM, CHCR, PHR, CIR) in lieu of degree.

EXPERIENCE:
• At least 2 years of experience in talent acquisition or in a professional-level Human Resources capacity, preferably in a healthcare, not-for-profit, academic or social services setting.