Description
Staff whose work requires or potentially could require any in-person interaction with Save the Children colleagues, partners, or beneficiaries must be fully vaccinated against COVID-19 unless otherwise required by law. Save the Children complies with federal, state, and local laws with regard to accommodations related to this policy.
Summary
As the Advisor, Talent Attraction & Acquisition (TAA), you will be responsible for fulfilling our full life cycle recruitment needs for Save the Children US, ensuring we are able to attract both qualified and engaged talent to deliver our mission for children at home and around the world. You will assist the Managing Director (MD), Talent Attraction & Acquisition in leading the TAA team in staff and operations management, ongoing and special projects, data/reporting, and process management. You will serve as an advisor to the MD as extra eyes and ears, prioritizing, fostering relationships, considering the needs of the team, anticipating potential barriers, and identifying areas requiring attention.
What You’ll Be Doing
Sourcing, Screening and Mentoring (50%)
- Engage and demonstrate to teammates inclusive sourcing and screening methods for each search to ensure qualified and highly diverse slates of candidates are attracted and apply to Save the Children opportunities. Sourcing efforts should include outreach to passive candidates and new sources as well as leveraging external and internal networks, with a primary focus on technical and non-technical positions within multiple divisions
- Conduct thorough prescreens of applicants to ensure that talent presented to hiring managers is appropriate for consideration, per technical qualifications and Save the Children behavioral competencies
- Manage offer and hiring process by engaging and negotiating with candidates and clients, processing reference checks and background checks, and escalating any variances as per the process
- Serve as subject matter focal point and lead recruiter for Resource Development and Marketing, Communications, Fundraising divisions
- Represent Talent Attraction and Acquisition team on formative projects where needed, bringing information back to the team and soliciting input to bring well rounded solutions and recommendations from diverse perspectives.
Project and Process Management (30%)
- With the Managing Director, represent SCUS Talent Acquisition and Attraction in work to improve recruitment processes and efficiencies across the agency, building partnerships with recruitment peers
- Serve as a subject matter expert on Save the Children’s recruitment process, managing any updates and improvements, and also efficiently communicating to all individuals and teams involved, providing training if/when needed
- Represent TAA team on formative and/or ad-hoc projects where needed, bringing information back to the team and soliciting input to bring well-rounded solutions and recommendations from diverse perspectives
- Manage the Recruitment Process Outsourcing (RPO) process and maintain relationships with external agencies
- Measure the impact of TAA team’s work by serving as the focal point of data/reporting
- Responsible for systems management within the TAA team, including UKG Pro, TAA page on SharePoint/SaveNet, Interview Guide/Feedback Form, JD Library (including JD templates), Recruitment Process Map
Staff and Operations Management (20%)
- In collaboration with the Managing Director, Talent Attraction and Acquisition, manage recruitment priorities for the TAA team and ensure progress of goals in order to achieve higher effectiveness and productivity
- Train, develop, coach, mentor and lead TAA team staff, clearly communicating organization, division and department priorities, and how their work contributes to our mission, ensuring that the working environment continually fosters diversity, inclusion, and belonging supporting Save the Children values
- Serve as the lead for training and onboarding of new team members
- Accountable for the recruitment, training, development, and management of all TAA auxiliary staff (temps, interns, fellows, volunteers) by creating and driving goals and operational plans, defining priorities, and removing obstacles to success
Required Qualifications
- Minimum of a Bachelor Degree or equivalent experience, plus at least 5 years of relevant experience
- Demonstrated experience with full cycle recruitment
- Demonstrated experience sourcing qualified talent using a variety of sources
- Demonstrated client service with a proven ability to build effective external and internal relationships and networks
- Demonstrated ability and willingness to handle multiple, competing, and at times, conflicting priorities, with flexibility to adjust, take initiative and work independently with minimal supervisions.
- Demonstrated experience utilizing Applicant Tracking Systems(i.e., UKG Pro)
- Proven time management, organization, and follow up skills
- Proven ability to learn and adapt quickly in a dynamic and sometimes ambiguous environment
- Professional proficiency in MS Office suite
- Professional proficiency in spoken and written English
- Demonstrated ability to communicate and collaborate effectively with individuals and teams at all levels, both internally and externally
- Demonstrated commitment to fostering and maintaining and environment of diversity, inclusion, and belonging.
Compensation
Save the Children is offering the following salary ranges for this position, dependent on candidate location:
Geo 1 – NY Metro, DC, and other locations with labor costs significantly above national average: Target Salary for this position is $84,150 $94,050 base salary
Geo 2 – Locations around the US National Labor Cost Average: Target Salary for this position is $76,500 $85,500 base salary
Geo 3 – Locations significantly below the US National Labor Cost Average: Target Salary for this position is $68,850 $76,950 base salary
Actual base salary may vary based upon, but not limited to, relevant experience, base salary of internal peers, business sector, and geographic location. Save the Children also offers paid vacation, accrued at least 12 days a year, depending on paygrade and length of service, paid safety and wellness leave of at least 1 day per month worked for a full time employee which is pro rata reduced for employees working less than a full time schedule, and at least 10 paid holidays a year. Employees may be eligible for additional bonus compensation. Save the Children US also offers outstanding benefits that include health, dental, vision and life insurances, short-term and long-term disability coverage, an Employee Assistance Program, a retirement savings plan with employer contribution, family leave, paid parental/adoption leave of 60 days, commuter benefits, paid caregiver leave days, 1 paid volunteer day a year, paid critical child illness leave days, dress for your day, and much more.
Why you should join the Save the Children Team
Save the Children US offers outstanding benefits that include health, dental, vision and life insurances, short-term and long-term disability coverage, an Employee Assistance Program, 403(b), generous vacation, personal sick leave, family leave, parental/adoption leave, commuter benefits, dress for your day, and much more.
Click here to learn more about how Save the Children US will invest in YOU!
About Save the Children
No matter your role when you join Save the Children, each and every day you will challenge yourself to devote your skills, talent and expertise to changing the world for kids. It’s an ambitious goal, and a meaningful one no matter how you see yourself professionally: an accountant, a writer, a data analyst, a teacher, a driver, a designer, or any one of the hundreds of dozens of roles we’re looking to fill every day.
You see, Save the Children believes every child deserves a future. In the United States and around the world, we give children a healthy start in life, the opportunity to learn and protection from harm. We do whatever it takes for children every day and in times of crisis transforming their lives and the future we share.
Our work for children and their families requires that we commitat every opportunityto work together to identify and dismantle persistent systemic and structural racism, inequality, and any other forms of discrimination in this country and beyond. As an anti-racist organization, Save the Children will not tolerate discrimination in any formin our employment practices, amongst our staff, in our leadership or toward the people we serve. We stand in solidarity with all people to fight for equal rights, justice, inclusion, and belonging.
We provide equal employment opportunities (EEO) to all employees and qualified applicants for employment without regard to race, color, religion, gender, gender identity or expression, ancestry, sexual orientation, national origin, age, handicap, disability, marital status, or status as a veteran. Save the Children complies with all applicable laws.
Save the Children is committed to conducting its programs and operations in a manner that is safe for the children it serves and helping protect the children with whom we are in contact. All Save the Children representatives are explicitly prohibited from engaging in any activity that may result in any kind of child abuse. In addition, it is Save the Children’s policy to create and proactively maintain an environment that aims to prevent and deter any actions and omissions, whether deliberate or inadvertent, that place children at the risk of any kind of child abuse. All our representatives are expected to conduct themselves in a manner consistent with this commitment and obligation.
Save the Children is committed to minimizing safety and security risks for our valued employees, ensuring all are given training, support and information to reduce their risk exposure while maximizing the impact of our programs for children and families. Our shared duty, both agency and individual, is to seek and maintain safe working conditions for all.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)