Company:NICO National Indemnity Company
As a member of the Berkshire Hathaway group of insurance companies, we offer outstanding opportunities for professionals interested in working with a successful company. We offer unparalleled financial strength, stability and "large company" benefits, in addition to an exciting, friendly, "small company" atmosphere.
Originally Graded 10/2021
The Director of Talent Acquisition is responsible for the business's overall recruiting efforts and management of the recruiting department which includes, coaching, training, and development of recruiters and staff in order to successfully fill positions at all levels for multiple insurance companies. Establishes and maintains relationships with company hiring managers, department heads and executives for the purpose of understanding current and future workforce needs while identifying opportunities for strategic staff planning. Assesses external labor market conditions, develops the most effective and appropriate recruiting channels and methods. Builds and maintains relationships with employment agencies. Ensures all recruiting activities are consistent with Company culture, policy and standards. Serves as an effective member of the Human Resources senior leadership team. Maintains strict confidentiality.
Essential Duties and Responsibilities:
1. Talent acquisition development and strategy
Responsible for the development, oversight and execution of the recruiting strategies allowing the business to attract and hire top talent. Leads all sourcing strategies for the department and examines hiring trends in anticipation of the business's response to labor market changes, for example, shortages and surpluses of available labor. Develops strategies and processes utilizing both traditional and modern/current/innovative sources in order to attract applicants and cover all possible talent pools available to the business. Responsible for identifying and developing new strategies for attracting applicants through non-traditional methods including social networking, Company website, and other methods. Assists in identifying issues, making improvements and working with technology resources to ensure the Company's applicant tracking system is efficient and user-friendly.
2. Management and training
Manages, trains, and develops talent acquisition team. Collaborates with HR executives and key stakeholders, assisting them in understanding current and future work planning requirements. Assists talent acquisition teams in coaching, managing, and developing these teams, actively supporting their professional growth, taking on the role of their mentor, and ensuring the successful onboarding of all new hires. Manages the training and designs activities of talent acquisition team and determines work procedures, issues written and oral instructions, analyzes and resolves work problems, and assists in solving work problems. Communicates Company directives, process changes, and other information to talent acquisition team. Interviews job candidates, initiates or recommends personnel actions including hiring, promotions, transfers, terminations, disciplinary actions, performance reviews, salary adjustments, and staffing levels.
Performed in conjunction with other duties
3. Analysis and process improvement
Plays a leading analytical role by leveraging key tracking analytics and impact metrics in order to grow a data-driven and technically skilled recruiting team. In this capacity, the Director evaluates and introduces alternative strategies, for example, technology, social media, etc. Evaluates recruiting strategies/tactics and processes in order to continually improve recruiting processes and the quality of talent brought into the business. The Director will also create standardized reporting that will regularly lead to the identification of solutions and improvement areas for recruiting programs. These reports are forwarded to senior HR leadership and key stakeholders providing insights for further decision making and strategy discussions. Responsible for researching, recommending, and implementing new testing procedures and practices used in employment selection for salaried and hourly positions.
4. Communication, collaboration, and planning
Collaborates with HR departmental leaders as well as other departmental leaders within the business in determining the current and future talent requirements of the business. Forecasts hiring needs based on business growth plans. Works with business units to ensure recruiting needs are being met. Partners with the legal department in order to ensure compliances with all applicable federal and state legislation in the Company's recruiting efforts.
5. Relationship management
Responsible for the oversight and maintenance of relationships with Employment Agencies and Independent Contractors to enable engagement of contingency work relationships for various areas of the business operations. Oversees the connections and networking activities with the regional colleges and universities. Identifies approaches, events and other strategies to attract and hire individuals from the regional insurance-related or other professional designation organizations or educational programs. Responsible for the oversight and management of relationships with the regional colleges and universities and directs others in the networking, career fairs, and other events relating to this recruiting activity. Responsible for the management, development and maintenance of partnerships with Career Services at local universities to increase the Company's presence on campus.
Additional Duties and Responsibilities:
6. Performs other duties as directed or as situation dictates.
0-1% As needed
Knowledge, Experiences, Skills, and Abilities:
( * - Minimum qualifications needed to perform essential job functions)
Required Knowledge and Experiences:
*Bachelor degree in Human Resource Management or related field or equivalent
*Human Resource laws and practices (EEO, FLSA, ADA, FMLA, etc.)
*Experience managing full-cycle recruiting and employer branding initiatives
*Solid understanding of sourcing techniques and tools (e.g. social networks)
*Experience with applicant tracking systems and HR databases
*10+ years personnel recruiting experience
*Interviewing experience at all levels of the organization
Preferred Knowledge and Experiences:
Professional Human Resources Accreditation
Company policies and procedures
The statements herein are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. Essential job functions may change.