Talent Acquisition Consultant II

POSITION SUMMARY

The Talent Acquisition Consultant II (TAC) role has a duty to ensure compliance with legal and regulatory requirements throughout the recruitment and hiring processes. They collaborate with Human Resource Officers (HROs) to align sourcing and hiring strategies with compliance guidelines based on USG/GSU requirements. TACs are also responsible for building effective partnerships with the colleges and divisions they serve. In addition to possessing strong and strategic recruitment skills, TACs must be self-starters with exceptional strategic thinking and emotional intelligence. There is an increase level of responsibility for and must be capable of making decisions that align with the organization's policies and procedures and provide expert advice on these policies and procedures.

The intent is to fill multiple vacancies from this posting, primarily recruiting for the Talent Acquisition Consultant II position. Based on the selected candidate’s relevant work experience, education, and/or credentials, the role may be filled at the Talent Acquisition Consultant I or II level.

The main competencies required to perform the duties of the TAC II include:

• Strategic Thinking: Ability to develop and implement long-term recruitment strategies.
• Compliance Expertise: Thorough understanding of employment laws and regulations.
• Relationship Building: Strong skills in building and maintaining effective partnerships.
• Communication: Excellent verbal and written communication skills.
• Emotional Intelligence: High level of self-awareness, empathy, and interpersonal skills.
• Adaptability: Ability to thrive in a dynamic and fast-paced environment.

What Will You Do?

• Assesses the needs of the hiring manager and develops a recruitment strategy. The strategy includes a recruitment calendar, selected recruitment sources, and a process to determine candidate qualifications.
• Identifies the professional and technical knowledge and skills deemed appropriate for positions based on the expectations of the manager department and/or position minimum hiring standards (MHS) when appropriate, coordinates changes in MHS for the hiring manager with the Classification and Compensation Unit.
• Utilizes creative sourcing methods, including social media, to generate a qualified pool of applications
• Recruits for hard-to-fill positions
• Supports hiring managers in the preparation of requisitions with specific assistance in writing position specifications, working with the department of Classification and Compensation to determine the posted salary range, selecting appropriate skill demonstrations if appropriate, and determining if a credit check is appropriate.
• Plans and attends various career fairs for various recruitment efforts. Stays abreast of changes in the relevant labor market.
• Serves as an advisor and/or consultant to hiring managers during the recruitment and selection of employees for the University, ensuring managers understand the timeliness and appropriateness of recruitment activities.
• Provides instruction and direction to managers and HR administrators, ensuring compliance with University recruitment and selection procedures and practices.
• Seeks ways to add value to the services of the Employment Office to the hiring manager and job applicant by focusing on their particular needs and utilizing the department’s capabilities appropriately.
• Works in conjunction with Talent Acquisition Consultant I to monitor the screening of all applications received by the Employment Office for adherence to the specifications of the hiring manager, established minimum hiring standards, and satisfactory completion of all prerequisite skill assessments and background investigations.

Qualifications

Minimum Hiring Qualifications:

• Bachelor's degree and three years of related experience; or a combination of education and related experience.

Preferred Hiring Qualifications:

• Experience supporting recruitment within a higher education or similarly complex, regulated environment, with an understanding of institutional policies and compliance requirements.
• Demonstrated success managing a high-volume requisition load while maintaining quality, timeliness, and a positive candidate and stakeholder experience.
• Strong ability to adapt to changing priorities, processes, and organizational needs, with a proactive and solutions-oriented mindset.
• Proven ability to exercise sound judgment and discretion when advising hiring managers, particularly in complex or ambiguous situations.
• Ability to quickly learn and apply new systems, policies, and procedures, with minimal supervision.
• Strong consulting and relationship-building skills, with the ability to influence and guide stakeholders throughout the recruitment process.
• Experience using applicant tracking systems (e.g., Taleo or similar) and leveraging data to inform recruitment strategies and decisions.