Acquisition Associate Jobs in Alabama (NOW HIRING)

BASIC FUNCTION
The Talent Acquisition Specialist is responsible for sourcing, interviewing, testing, and recommending applicants for administrative, clerical, professional, and technical positions throughout the enterprise. Ensure recruitment sourcing strategy and administration is conducted in accordance with Federal, State, and Local laws regarding employment practices, CMS Office of Contract Compliance Programs, and company policy and procedures. Additional responsibilities include providing associates with feedback and career coaching and development. The incumbent must execute and manage all aspects of the role with the highest regard to ensure the company reputation and managing confidential information.
ENVIRONMENT
Turnover, market trends, and business developments place an emphasis on strategic planning, efficiency, and successful execution in this position. Proactive recruitment plans and creative recruitment strategies are critical to managing frequent urgent staffing requests and expectations of multiple customers. Combined team efforts are routinely used however; it is typical for the Talent Acquisition Specialist to perform most recruitment responsibilities independently. Associates may not always view the decisions made by the incumbent favorably. Likewise, the Talent Acquisition Specialist must provide guidance to hiring managers to ensure and maintain consistency and compliance to internal policy and federal regulations. Conflict ridden situations frequently involve associates that not selected for job openings; the incumbent must handle these situations through active listening skills and coaching. These situations require the Talent Acquisition Specialist to provide guidance and feedback in a manner that assures confidence in the selection process and continued engagement of company policies and career opportunities. The Talent Acquisition Specialist is a member of a team. This position reports to the Manager Recruitment and Staffing, who reports to the Human Resources Manager.
WORKFLOW
Upon receipt of an approved job opening, the Talent Acquisition Specialist reviews the position description and details the specifications of the posting criteria along with the hiring manager(s). Applicants are sourced internally and/or externally. The Talent Acquisition Specialist reviews and analyzes resumes according to posting and job description criteria and selects candidates for testing, if applicable and interviewing. Upon determining the suitability of the applicant in compliance with internal and regulatory guidelines, the incumbent makes recommendations to the hiring manager. The Talent Acquisition Specialist ensures the completion of background and employment verifications and provides application status to all applicants. The manager makes the hiring decision from the applicants presented by the Talent Acquisition Specialist. In some instances, the Talent Acquisition Specialist is fully accountable for the hiring decision. Interview feedback and career coaching is provided to internal applicants upon request.
KNOWLEDGE
A baccalaureate degree is required. Related experience and/or training in interviewing or other human resources function is essential. Knowledge of employment law and other government compliance regulations is required. The Talent Acquisition Specialist must be well versed in both regular business and government business operations, job functions and business guidelines. The ability to coach managers and employees through complex and emotional decisions and issues is essential. Excellent interpersonal, verbal and written communication skills and the ability to execute solid decision-making skills through by evaluation of multiple alternatives are essential to the position. The incumbent must have a strong ability to organize and prioritize work. Knowledge of or experience utilizing project management techniques preferred. The incumbent must have a solid understanding of multiple benefits packages across multiple companies including the ability to translate the differences and potential impact on applicants.
THINKING REQUIREMENTS
This position requires a perceptive and professional person who is capable of relating to individuals at all levels. The incumbent must be sensitive to corporate needs, employee concerns, and the public image. Additionally, the incumbent is expected to make recommendations to effectively resolve problems or issues by using a high degree of judgment that is consistent with standards, practices, policies, procedures, regulation and/or government law. While the Talent Acquisition Specialist must be detail-oriented and analytical in their thinking; able to interpret and apply guidelines; the position consistently requires someone that can think outside guidelines and identify alternative approaches and solutions. The aforementioned skills are critical for the incumbent to recognize and solve continuous problems on the job and make solid recommendations.
INTERFACING AND INTERPERSONAL SKILLS
The company workforce, at large, is the primary customer of the Talent Acquisition Specialist. The incumbent acts as an advisor to managers and associates alike. Trouble-shooting and problem resolution responsibilities demand a strong service orientation and responsiveness. External customers and contacts include the public, employment agencies, government employment offices, academic institutions, and vendors. The incumbent must be able to anticipate others needs, effectively respond to objections, and modify communication to reach different audiences, and effective at presenting shared benefits to influence others.
AUTHORITY AND DECISION MAKING
The Talent Acquisition Specialist determines and plans recruitment strategies and methods to use for each assigned selection process. Judgment and consistency is essential in selecting and disqualifying candidates. Accurate interpretation and application of laws, regulations, and job requirements rest solely on the Talent Acquisition Specialist for sourcing, evaluating, interviewing, and selecting. Selection and hiring decisions made could jeopardize the standing of government business contracts, compliance with employment law; impose risk to the company, and affect workforce engagement throughout the company. Additionally, the incumbent must prioritize the recruitment efforts while working on multiple projects.
PRINCIPAL ACCOUNTABILITIES

• Activity: Screen, interview, and select external and internal candidates that qualify for job openings.
  End Result: To meet the staffing requirement of the organization with qualified candidates

• Activity: Develop and maintain external contacts that provide sources to identify candidates for recruiting.
  End Result: To ensure a supply of candidates that meets the needs of the organization

• Activity: Consult with managers to develop criteria regarding qualifications, standards and affirmative action program.
  End Result: To provide candidates that meets the requirements of the job while complying with regulatory guidelines

• Activity: Coach internal candidates regarding career opportunities within the organization.
  End Result: Promote internal engagement with respect to job opportunities

• Activity: Develop materials used to attract external candidates.
  End Result: To ensure company is perceived in a positive manner that encourages candidates to apply for jobs