12 days old

Talent Acquisition and Retention Specialist

Planned Parenthood of Maryland
Baltimore, Maryland 21229
  • Job Type
    Employee
  • Job Status
    Full Time
PPM is a thriving Planned Parenthood affiliate with a healthy financial standing and the capacity for expansion of our clinical services as well as our geographic reach. Our mission is to enable all Marylander's to have access to a wide range of high quality, affordable reproductive health care services. By providing medical services, education, training and advocacy, PPM seeks to help individuals make informed decisions about their reproductive health, family planning options, and sexuality.
 
Position Summary: The Talent Acquisition and Retention Specialist is responsible for strategically and proactively managing the continuous volume of recruiting needs and branding PPM as an employer of choice. Responsible for metrics, reports, goal setting, survey administration, and related forecasts, as it relates to recruitment and retention. The Talent Acquisition and Retention Specialist will proactively work with management and leadership to implement effective retention programs and efforts across the organization.
 
Talent Acquisition
1. Collaborate with internal and external stakeholders to develop and deploy organization-wide recruiting and sourcing strategies that identify and secure a highly talented workforce and scale to support the organization’s continued growth,
2. Based on analysis, needs assessment and outcomes, oversee recruitment strategies including, social media, utilization of on-line marketing/branding such as the company’s web site, programmatic and re-targeting efforts, job boards, direct mailing efforts, cold calling, third party resources, bill boards, radio, print media, flyers and other relevant branding/advertising efforts related to recruitment.
3. Based on analysis and organization goals, develop new recruitment strategies for sourcing candidates, screening resumes, interviewing on both the HR and Business levels, parameters for risk on experience vs. credentials,
4. Provide tracking and hands-on mentoring for managers and candidates who are hired to assure cultural assimilation, colleague receptivity, career planning and overall success
5. Directly partner with organization leaders and management team to understand, and grow talent pipelines, and recruit for key positions within the organization in the present, and in the future
6. Partner with HR colleagues and leaders to identify talent pipeline concerns, development opportunities and areas of high potential.
7. Steward a positive end-to-end candidate experience (sourcing, screening, interviewing, selection and on-boarding) and ensure it follows best-in-class practices and enthusiastically communicates the employment value proposition, reflects the brand and is an engaging candidate experience.
8. Lead efforts to continuously improve the selection process with tools, interview guides, testing and interview training that improves overall selection results,
9. Establish strong working relationships with external talent sources to ensure organization attracts top students from local colleges and universities particularly those with health care programs. Coordinate internal resources for campus visits, career fairs, college recruiting and networking social events.
 
Retention
1. Drive and support employee satisfaction through strategic, effective and thoughtful communication of the “whys” behind organizational actions. Building a strong two-way rapport with staff to have a pulse on employee engagement.
2. Gather, analyze and present quantitative and qualitative retention data to senior leadership highlighting key performance indicators aligned to various engagement initiatives.  
3. Develop and analyze metrics and key performance indicators surrounding retention which allows the ability to drill down into specific departments and centers to recognize areas of opportunity. Collaborate with mangers and leaders to address issues that are affecting retention in identified area(s).
4. Develops, maintains, and distributes turnover reports at the senior leadership team on a quarterly basis that contains performance against annual and first-year goals and turnover’s costs.
5. Develops, maintains, and distributes employee engagement survey reports to the senior leadership team with recommendations for action planning at both the organizational level and departmental level.
6. Instructs managers on their roles and reports regarding engagement and retention.
7. Advises the Vice President of Organizational Development regarding issues that significantly impact engagement or retention within PPM.
8. Build employee networks, tasks forces and/or committees as a means of employee feedback and involvement to support retention goals.
9. Work with managers and leaders across the organization to ensure the PPM is an employer of choice.
10. Develop and implement strategic initiatives and process for retaining diverse talent.

Requirements

Education/Experience
1. Bachelor’s degree or equivalent work experience within the Recruitment and/or Human Resources field
2. At least 5 years’ of recruitment experience (as a primary responsibility)
3. At least 3 years’ of employee engagement or retention experience (as a primary responsibility)
4. High level of experience and comfort working within applicant tracking and HRIS systems
5. General knowledge of HR best practices and employment law, highly preferred
PPM has a comprehensive and competitive compensation/benefits program for full-time employees to include employer matched 401K, Health, Dental, Vision, FSA, employer paid short-term and long-term disability, voluntary and supplemental life insurance, tuition reimbursement, paid parental leave and a generous time off package.
 
PPM is an equal opportunity employer. It is PPM's policy to recruit, hire, train, and promote individuals, as well as to administer any and all personnel actions without regard to race, color, creed, religion, age, sex, sexual orientation, gender identity or expression, genetic information, national origin, veteran status, military status, physical or mental disability, marital status, pregnancy, child birth or related medical condition, personal appearance, familial status, political opinion, source of income, occupation, or any other category protected by law.

Categories

Posted: 2019-08-07 Expires: 2019-09-06

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Talent Acquisition and Retention Specialist

Planned Parenthood of Maryland
Baltimore, Maryland 21229

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