Talent acquisition manager jobs in Pittsburgh, PA

Local Applicants Only No 3rd PArties/Sub Vendors Job Type: Full Time/Permanent Work Authorization: U.S.Citizen Only The A.C.Coy Company has an immediate need for a Corporate Recruiter. Responsibilities: Work with hiring managers to define job requirements Create and post job descriptions Utilize various platforms, including Linked in, job boards, social media, and networking events, to source, screen, identify and attract potential candidates Conducting Interviews: Screen resumes and conduct initial interviews to assess candidates' qualifications, skills, and cultural fit for the organization Coordinating the Hiring process: Manage the entire recruitment process, including scheduling interviews, facilitating communication between candidates and hiring managers and providing feedback Maintain a pipeline of qualified candidates for current and future openings Provide feedback and reporting on recruiting metrics and progress Qualifications: 3-4 years proven work experience as a recruiter (in-house or agency) Proficient in sourcing techniques, including job boards, and networking events Exceptional organizational and time management skills to manage multiple job requisitions simultaneously Strong verbal and written communication skills High level of confidentiality and professionalism Ability to build strong relationships with hiring managers and candidates

About Us At Quaker Houghton, we are experts in the development, production and application of industrial process fluids, lubricants and coatings for the manufacturing industry. We have been an integral part in the growth of the world's largest industrial and manufacturing companies from aerospace and automotive to primary metal and energy. Today, we have a global presence, with our corporate headquarters located in Conshohocken, PA. Quaker Houghton is a global publicly traded company with a unique collaborative culture that supports career growth for its colleagues and offers competitive compensation and benefit programs. Job Summary The Talent Acquisition Partner will manage the end-to-end recruitment process for non-exempt and exempt positions which may include high volume recruiting as well as niche roles. You will create recruitment strategies and execute delivery for the business team(s) you support while cultivating strong relationships with key stakeholders. We are looking for someone who is motivated, creative, and can flourish in a fast-paced global organization. What will you do Manage requisitions through full lifecycle to include leading Recruitment Strategy Meetings (RSMs), reviewing and enhancing job descriptions, posting jobs, actively sourcing through various channels, phone interviewing and screening, scheduling interviews, facilitating debriefs, and managing the complete offer process Collaborate with hiring managers and leaders to understand staffing needs and develop long-term talent strategies that align with business goals Develop and execute talent acquisition strategies, using data and market intelligence to provide consultative guidance and inform decisions Proactively source and attract qualified candidates through various channels, including job boards, professional networks, social media, and career fairs Build external relationships with associations, community resources, and universities and alumni groups Provide an excellent candidate and hiring manager experience throughout the process via regular and timely communication and status updates Conduct interviews and screenings to evaluate candidates for both role and company fit, and train hiring managers on the recruitment process and effective interviewing techniques Promote the organization's employer brand through various channels to attract top talent Negotiate and extend job offers to successful candidates, ensuring a smooth transition to onboarding Adhere to and keep current with all local, state, and federal employment laws throughout the recruitment and selection process Utilize applicant tracking systems (ATS) to track candidate pipelines, analyze recruitment data, and provide insights to improve strategies and processes Participate in special projects relating to Talent Acquisition and the larger Human Resources function Other duties as assigned Adhere to all Quaker Houghton policies and Core Values What do we look for Bachelor's Degree in Human Resources or a related field 6 years of recruiting experience in agency and/or corporate settings Strong understanding of full-lifecycle recruiting and proven success in filling roles, especially in competitive markets Experience using an Applicant Tracking System, Workday experience strongly preferred Proficient with MS Word, PowerPoint, Excel and Outlook Excellent communication and interpersonal skills to build strong relationships with candidates, hiring managers, and stakeholders at all levels Strong negotiation skills Ability to act as a consultant and strategist, going beyond traditional recruiting to focus on long-term talent planning Able to handle highly sensitive information with confidentiality What's in it for you Hybrid working environment (3 days/week in the Conshohocken office) Competitive pay programs with excellent career growth trajectory Paid time off for volunteerism Opportunities to see your efforts contribute toward the success of the business Dress for your day; how you dress is determined by what your day may bring Opportunity to participate in comprehensive benefit options including Medical, Dental, Vision, Parental Leave, Holiday Pay, Paid Time Off, Tuition Reimbursement, and Savings Plan Work for a global leader in the industrial process fluids industry Quaker Houghton provides equal employment opportunity for all qualified candidates. Quaker Houghton does not discriminate against any candidate for employment based on race, color, religion, sex, gender, gender identity or expression, affectional or sexual orientation, pregnancy, age, creed, ancestry, national origin, citizenship, marital or domestic partnership or civil union status, veteran's status, physical/mental disability, genetic information, or any other category protected by U.S federal, state, and/or local employment law. Furthermore, Quaker Houghton is committed to providing reasonable accommodations to qualified candidates with physical and/or mental disabilities.

Job Title: Director of Global Talent Acquisition Reports To: Head of Human Resources About the Role: We are seeking a strategic, data-driven, and innovative Director of Talent Acquisition to lead our high-volume global hiring efforts and build a world-class recruitment engine. As the leader of our global TA team, you will be responsible for developing and executing scalable talent strategies that attract, engage, and hire top-tier talent across all business functions, with a special emphasis on engineering roles such as Machine Learning and AI. You'll partner closely with executive leadership, HR business partners, hiring managers, finance and various cross-functional stakeholders to ensure our hiring practices support the company's growth and culture. Key Responsibilities: Develop and execute a comprehensive global talent acquisition strategy aligned with the company's ambitious growth objectives and employer brand. Lead and mentor a high-performing, geographically dispersed Global TA team, including recruiters and coordinators. Optimize processes by designing and refining recruitment workflows to enhance efficiency and ensure compliance while creating seamless experiences for candidates, recruiters, hiring managers, and interviewers. Drive innovation in sourcing, assessment, and selection methodologies, leveraging technology and analytics to improve efficiency and quality of hire. Drive a top-tier candidate experience to attract, engage, and hire top talent across all departments. Partner with senior leadership across departments to forecast hiring needs, influence workforce planning, and ensure a strong pipeline of qualified talent. Own and optimize recruitment metrics and reporting; provide regular updates to executive leadership on hiring trends, pipeline health, and other KPIs. Partner with Marketing on recruitment marketing and employer branding efforts, ensuring alignment with the company's mission and values. Manage relationships with external partners, such as executive search firms, job boards, and recruitment software vendors. Ensure compliance with local labor laws and hiring regulations across the US and Singapore markets. Monitor market trends and collect competitive intelligence; bring best-in-class, innovative hiring best practices and insights from across the competitive landscape Maintain and monitor budgets in close partnership with finance and business leads to balance financial considerations in the hiring process and for team spend. May oversee immigration activity as well as pre-hire and first week activities for new hires. Qualifications: 10+ years of progressive experience in talent acquisition, with at least 5 years in a leadership role in a fast-paced, high-growth tech environment. Proven experience leading technical recruitment teams. Strong understanding of the tech talent market, especially for ML and AI. Experience with applicant tracking systems (Greenhouse), CRM tools, and recruitment analytics platforms. Sourcing and automation tools: Findem, LinkedIn, Guide, Codepad, and Venturefizz. Experience managing Marketing Campaigns on Google and LinkedIn Exceptional stakeholder management, communication, and influencing skills. Strategic thinker with the ability to execute and deliver results in a dynamic, high-growth environment. The salary range for this role is an estimate based on a wide range of compensation factors including but not limited to specific skills, experience and expertise, role location, certifications, licenses, and business needs. The estimated compensation range listed in this job posting reflects base salary only. This role may include additional forms of compensation such as a bonus or company equity. The recruiter assigned to this role can share more information about the specific compensation and benefit details associated with this role during the hiring process. Candidates for certain positions are eligible to participate in Motional's benefits program. Motional's benefits include but are not limited to medical, dental, vision, 401k with a company match, health saving accounts, life insurance, pet insurance, and more. Salary Range$168,000-$231,000 USD Motional is a driverless technology company making autonomous vehicles a safe, reliable, and accessible reality. We're driven by something more. Our journey is always people first. We aren't just developing driverless cars; we're creating safer roadways, more equitable transportation options, and making our communities better places to live, work, and connect. Our team is made up of engineers, researchers, innovators, dreamers and doers, who are creating a technology with the potential to transform the way we move. Higher purpose, greater impact. We're creating first-of-its-kind technology that will transform transportation. To do so successfully, we must design for everyone in our cities and on our roads. We believe in building a great place to work through a progressive, global culture that is diverse, inclusive, and ensures people feel valued at every level of the organization. Diversity helps us to see the world differently; it's not only good for our business, it's the right thing to do. Scale up, not starting up. Our team is behind some of the industry's largest leaps forward, including the first fully-autonomous cross-country drive in the U.S, the launch of the world's first robotaxi pilot, and operation of the world's longest-standing public robotaxi fleet. We're driven to scale; we're moving towards commercialization of our technology, and we need team members who are ready to embrace change and challenges. Formed as a joint venture between Hyundai Motor Group and Aptiv, Motional is fundamentally changing how people move through their lives. Headquartered in Boston, Motional has operations in the U.S and Asia. For more information, visit **************** and follow us on Twitter, LinkedIn, Instagram and YouTube. Motional AD Inc. is an EOE. We celebrate diversity and are committed to creating an inclusive environment for all employees. To comply with Federal Law, we participate in E-Verify. All newly-hired employees are queried through this electronic system established by the DHS and the SSA to verify their identity and employment eligibility.

Full-time Description ESSENTIAL FUNCTIONS · Manage full cycle recruiting lifecycle across all positions to help hiring managers identify, hire, and retain quality talent who can support and enhance our company culture, mission, and goals · Prospect, screen resumes, qualify, and manage candidates throughout interview process from coordinating interviews through to final offer negotiations and paperwork · Source candidates from internal systems, job boards, networking events, community partnerships, job fairs, etc. · Provide excellent candidate experience for both external and internal candidates; partner with People + Mindset to ensure constructive feedback process for internal candidates · Coach and guide hiring managers on best practices for interviewing and selection · Monitor, escalate, and problem-solve for challenges that arise through the recruitment, selection, and onboarding process · Partner with Director, People + Mindset for troubleshooting system configuration, process, and/or workflow challenges related to the recruitment and onboarding of talent · Consolidate reporting to create meaningful metrics and KPIs for our leadership team · Ensure recruitment efforts are in line with all local, state, and federal employment law · Develop and maintain internal relationships to ensure smooth candidate and hiring manager experience while remaining compliant and efficient with our standard operating procedures · Work with and form relationships with the management teams to understand the roles within their departments and hiring needs · Develop and maintain relationships with external recruitment partners to create efficient, compliant, and cost-effective recruitment strategies · Work effectively with other company employees, managers, and departments. · Perform all job functions with Company Mission, Vision, and Goal Statements in mind. Requirements Prior Experience Requirements Minimum 5 years' experience with full-cycle recruitment. Education, Certificate, and Licensure High school diploma or general education degree (GED); Bachelor's degree preferred; SHRM-CP or PHR certification preferred Requirements Must demonstrate practical knowledge of computers, software, and products applicable to the industry. Additionally, the applicant is expected to demonstrate the ability to quickly acquire knowledge of departmental program structure (Mission, Vision, and Goal Statements) and department policies and procedures. Must be able to work a flexible schedule, as needed, and have the ability to demonstrate effective time management skills while working independently with minimal supervision. Supervisory Requirements This position has no supervisory responsibilities. Language and Communication Ability Must demonstrate proficient ability to foster professional working relationships utilizing strong interpersonal and communication skills organization-wide. Applicant must demonstrate the ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, and/or governmental regulations and effectively present and debate any assortment of information relevant to their area of expertise and designated responsibilities and duties with members of the Company and on behalf of the Company when appropriate. Additionally, the applicant must demonstrate the ability to write reports, business correspondence, and procedure manuals. Reasoning Ability Must demonstrate proficient ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form and the ability to deal with problems involving several concrete variables in standardized situations. Physical Demands Must demonstrate the ability to work in a standard office setting and use standard office equipment, which may include but is not limited to computers, fax and copy machines, and other office supplies. Requires stamina to maintain attention to detail despite interruptions; strength to lift and carry files weighing up to 10 pounds; vision to read printed materials and a computer screen; hearing and speech to communicate in person and over the phone; manual dexterity to perform job functions and stamina to frequently sit for extended periods of time. Additionally, the employee is occasionally required to walk and lift and/or move up to 50 pounds. Technology Skills Must demonstrate proficient ability and practical knowledge of personal computer use, word processing software, internet software, and contact management systems. Additionally, the applicant must demonstrate the ability to quickly and proficiently learn to use company specific software programs and any other handheld or technology tools as required for completing job tasks.

Job DescriptionDescription: ESSENTIAL FUNCTIONS · Manage full cycle recruiting lifecycle across all positions to help hiring managers identify, hire, and retain quality talent who can support and enhance our company culture, mission, and goals · Prospect, screen resumes, qualify, and manage candidates throughout interview process from coordinating interviews through to final offer negotiations and paperwork · Source candidates from internal systems, job boards, networking events, community partnerships, job fairs, etc. · Provide excellent candidate experience for both external and internal candidates; partner with People + Mindset to ensure constructive feedback process for internal candidates · Coach and guide hiring managers on best practices for interviewing and selection · Monitor, escalate, and problem-solve for challenges that arise through the recruitment, selection, and onboarding process · Partner with Director, People + Mindset for troubleshooting system configuration, process, and/or workflow challenges related to the recruitment and onboarding of talent · Consolidate reporting to create meaningful metrics and KPIs for our leadership team · Ensure recruitment efforts are in line with all local, state, and federal employment law · Develop and maintain internal relationships to ensure smooth candidate and hiring manager experience while remaining compliant and efficient with our standard operating procedures · Work with and form relationships with the management teams to understand the roles within their departments and hiring needs · Develop and maintain relationships with external recruitment partners to create efficient, compliant, and cost-effective recruitment strategies · Work effectively with other company employees, managers, and departments. · Perform all job functions with Company Mission, Vision, and Goal Statements in mind. Requirements: Prior Experience Requirements Minimum 5 years' experience with full-cycle recruitment. Education, Certificate, and Licensure High school diploma or general education degree (GED); Bachelor's degree preferred; SHRM-CP or PHR certification preferred Requirements Must demonstrate practical knowledge of computers, software, and products applicable to the industry. Additionally, the applicant is expected to demonstrate the ability to quickly acquire knowledge of departmental program structure (Mission, Vision, and Goal Statements) and department policies and procedures. Must be able to work a flexible schedule, as needed, and have the ability to demonstrate effective time management skills while working independently with minimal supervision. Supervisory Requirements This position has no supervisory responsibilities. Language and Communication Ability Must demonstrate proficient ability to foster professional working relationships utilizing strong interpersonal and communication skills organization-wide. Applicant must demonstrate the ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, and/or governmental regulations and effectively present and debate any assortment of information relevant to their area of expertise and designated responsibilities and duties with members of the Company and on behalf of the Company when appropriate. Additionally, the applicant must demonstrate the ability to write reports, business correspondence, and procedure manuals. Reasoning Ability Must demonstrate proficient ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form and the ability to deal with problems involving several concrete variables in standardized situations. Physical Demands Must demonstrate the ability to work in a standard office setting and use standard office equipment, which may include but is not limited to computers, fax and copy machines, and other office supplies. Requires stamina to maintain attention to detail despite interruptions; strength to lift and carry files weighing up to 10 pounds; vision to read printed materials and a computer screen; hearing and speech to communicate in person and over the phone; manual dexterity to perform job functions and stamina to frequently sit for extended periods of time. Additionally, the employee is occasionally required to walk and lift and/or move up to 50 pounds. Technology Skills Must demonstrate proficient ability and practical knowledge of personal computer use, word processing software, internet software, and contact management systems. Additionally, the applicant must demonstrate the ability to quickly and proficiently learn to use company specific software programs and any other handheld or technology tools as required for completing job tasks.

Salary: WHAT YOU'LL DO As our Talent Acquisition Lead, youll be our talent jedi, working behind the scenes to build strategic talent pipelines and hire best-in-class talent using new-age recruiting technology with a focus on quality and speed! This is not a role for a passive operator. We are seeking someone who will thrive in a hypergrowth, fast-paced environment who is excited about recruiting high volume, repeatable skillsets! Youll ensure candidates interaction with our brand is authentic, responsive, and second-to-none. Youll help make Seakeeper an employer of choice by attracting top talent that will propel us to the next level. In this role youll wear several hats including: Unicorn Hunter - Sourcing, engaging, and hiring talent: Managing the full-cycle recruitment process for corporate/administrative support, sales, and manufacturing roles with a heightened focus on keeping our pipeline full of people ready to hire for frontline roles in production Using new-age recruiting technology such as AI technologies and LinkedIn youll build and maintain proactive candidate pipelines for skillsets that are repeatable high-volume roles such as CNC Machinists, Sales Representatives, and Mechanical Assemblers Reviewing new applicants daily that come in via job postings and interviewing the highest quality talent Seeking out local job fairs and employer branding events to help build talent pipelines, positioning Seakeeper an employer of choice in our key markets and attending those events Moving candidates through the process quickly and efficiently, while eliminating unnecessary steps in the interview and talent process Talent Wrangler - Maintaining weekly communication: Sending candidate summaries and weekly status reports and updates to hiring managers in advance of touchpoints Building strong relationships with our hiring managers and partnering with them by educating, guiding, and consulting them on the best talent practices including educating on them on what good looks like on a resume Serving as a key resource to frontline leaders when it comes to best-in-class hiring practices and employee retention strategies Communicating with our Employee Experience Manager and Benefits & Compliance team to ensure all necessary onboarding steps are complete prior to a new employees first day Educating Hiring Managers on Seakeepers compensation strategy and extending offers that align with our internal compensation strategies Building strong relationships with candidates throughout the hiring experience while managing expectations appropriately, both with hiring managers and candidates Culture Champion Setting incoming talent up for success and enhancing Seakeepers culture: Ensuring new hires are set up for success on their first day by entering the IT ticket, Wrike onboarding request, managing pre-employment screenings, checking professional references, and sending first day emails to new hires Acting as the main point of contact to our external temp agency, which includes coordinating temp interviews, converting them to permanent employees as needed, and entering purchase order requests Assisting with scheduling interviews which may include arranging flights, hotels, conference rooms etc. and assisting with a variety of other talent administration tasks Assisting with the creation and posting of s with the support of the hiring manager and Director of Talent Acquisition as needed Staying up to date on new, competitive outlets to post jobs and build talent pipelines from Supporting onsite activities and tasks, as needed, to help our overall people and culture strategy WHAT YOU NEED TO SUCCEED Do you have a positive attitude, an eagerness to learn, and the ability to hustle in a fast-paced environment? Then Seakeeper is the place for you! Here are a few other things youll need to succeed. MUST-HAVES Bachelors Degree Minimum 5 years of experience working in a talent acquisition support role, or high-volume recruitment role including exposure to recruitment tools, ideally LinkedIn Recruiter or Indeed Sourcing Be comfortable interviewing in-person and on video Have impeccable interpersonal skills, work well and connect with people at all levels A ferocious attention to detail Be flexible and have an openness to doing things differently Ability to handle confidential and sensitive information with the utmost discretion Team player who is committed to building a positive environment for all employees Self-motivated with unquestionable integrity and have superior time management, multitasking, organizational, and prioritization skills Strong command of Microsoft Office products NICE-TO-HAVES Experience managing a requisition load of 20+ job openings in a hypergrowth, startup environment Experience hunting, hiring and courting passive talent using LinkedIn Recruiter and other modern AI sourcing tools Experience utilizing an ATS for candidate tracking and compliance Experience interviewing candidates using Microsoft Teams (video) Experience recruiting professional level/salaried roles A personal passion/interest in the recreational marine/boating industry MORE DETAILS YOU'LL WANT TO KNOW This role is located onsite in our headquarters in Leesport, PA Up to 10% of travel could be expected largely between SeakeeperfacilitiesandSeakeepereventssuch as job fairs or networking events Youll report to the Director of Talent Acquisition, and work closely with our Employment Engagement Manager and VP of People, Culture & Brand YOUR TEAM Youll be part of the People and Culture department, a team that values cultural fit equal to technical skill and is ferociously dedicated to ensuring only the best fits join the Seakeeper team. We focus on the experience of what it means to be a Seakeeper employee from job description to exit interview, and all the things in between that make you love working for a company. We are redefining what the employee experience can be and enhancing the passion people have for what they do! It is a unique opportunity to drive an already strong brand even further, and truly make a meaningful impact on the company as a whole, as well as all the individuals you will interact with along the way. WHY YOULL LOVE IT HERE Its true that we make extraordinary products, but our favorite part about Seakeeper is our people! We love the culture we have built and are aggressively protective of our team atmosphere. This is why we value your cultural fit as equally as we value your technical contributions. With a palpable passion for what we do, we work hard, move fast and are constantly pushing (or should we say crushing) boundaries. That means there is no room for jerks! We operate with the nimbleness and growth mindset of a scrappy startup. Throughout the organization, we take ownership and accountability for our ultimate team success by openly and actively seeking out constructive feedback on how we can improve. We believe great ideas can strike at any moment, and when you have one, youre empowered to speak up! Fast-paced and hands-on dont even begin to describe what youll experience here. That means you have the freedom to make a difference and contribute to the larger goal, regardless of your position. The only constant at Seakeeper is change, and we thrive on it! WHO WE ARE 71% of our Earth is covered by water and we want everyone to make the most of it. Thats why we are on a mission to create products that transform the boating experience with an organization that employees want to work for, customers want to buy from, and vendors want to partner with. Founded in 2008, we have grown from a start-up operation to the worldwide leader in marine motion control. The journey began with our gyrostabilization technology, which eliminates up to 90% of boat roll and creates a land-like experience on the water. This technology went from an unknown commodity to a must-have boating requirement in the first decade. In 2022, we added another jaw-dropping technology to our portfolio with the launch of Seakeeper Ride, a first-of-its-kind Vessel Attitude Control System which eliminates underway pitch and roll, making time on the water safer and more comfortable for everyone onboard. In summary, we are in the business of creating gravity-defying products that completely change the way people spend their time on the waterand we are just getting started! We have long runways with both of our technologies with new addressable markets on the horizon and drive to push the boundaries of what our technologies can do. With dedicated focus to each segment, in addition to shared leadership of each vertical, we can balance the different demands of each segment while providing a consist overall vision and direction of the company. Ready for a new challenge in a fast-paced environment? Want to help us disrupt an industry? Come on and apply, we are ready for you! Sign up to receive email updates about Seakeepers current open job opportunities:***************************** Seakeeper is personally committed to building an inclusive and diverse workforce. We are an Equal Employment Opportunity Employer/Affirmative Action Employer and do not discriminate on the basis of race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, marital status, veteran status, genetic information, or any other protected characteristic under applicable law. All employment is decided on the basis of job requirements, individual qualifications, and business need.

Logistics at full potential. At GXO, we're constantly looking for talented individuals at all levels who can deliver the caliber of service our company requires. You know that a positive work environment creates happy employees, which boosts productivity and dedication. On our team, you'll have the support to excel at work and the resources to build a career you can be proud of. This is an onsite position located in Bethlehem, PA. Logistics at full potential. At GXO Logistics, our ability to attract and hire the best talent in the market is key to our success. As the Manager, Talent Acquisition you will develop relationships with hiring leaders and recruiting teams to implement innovative recruitment strategies and provide daily operational leadership to the recruiting team. Become a part of our growing, dynamic team and we'll help you build a career you can be proud of. Pay, benefits and more. We are eager to attract the best, so we offer competitive compensation and a generous benefits package, including full health insurance (medical, dental and vision), 401(k), life insurance, disability and more. What you'll do on a typical day: * Handle the recruitment strategy for exempt and non-exempt level hiring efforts * Develop and implement proactive sourcing strategies to ensure a continuous pipeline of external candidates and balanced speed/quality of source to hire turnaround * Provide ongoing consultation for hiring managers and guidance to recruiting team * Meet regularly with the hiring managers to provide recruitment updates, determine target profiles and gather feedback on candidate pools * Position and effectively articulate the GXO employment brand * Review forecast models in partnership with respective hiring teams What you need to succeed at GXO: At a minimum, you'll need: * Bachelor's degree or equivalent related work or military experience * 5 years of experience managing a full life cycle recruitment function/process * 3 years of experience working with a leading applicant tracking system * Experience building and improving processes and establishing metrics to track and illustrate performance * Demonstrated expertise in strategic, proactive recruiting methodologies It'd be great if you also have: * SPHR/PHR certification * 5 years of managerial/supervisory experience * 10 years of Talent Acquisition or HR experience We engineer faster, smarter, leaner supply chains. GXO is a leading provider of cutting-edge supply chain solutions to the most successful companies in the world. We help our customers manage their goods most efficiently using our technology and services. Our greatest strength is our global team - energetic, innovative people of all experience levels and talents who make GXO a great place to work. We are proud to be an Equal Opportunity/Affirmative Action employer. Qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran or other protected status. GXO adheres to CDC, OSHA and state and local requirements regarding COVID safety. All employees and visitors are expected to comply with GXO policies which are in place to safeguard our employees and customers. All applicants who receive a conditional offer of employment may be required to take and pass a pre-employment drug test. The above statements 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. All employees may be required to perform duties outside of their normal responsibilities from time to time, as needed. Review GXO's candidate privacy statement here.

Job Responsibilities and Requirements The Sr. Talent Acquisition Partner- Early Career plays a pivotal role in shaping the future talent landscape of our organization. Reporting to the Manager of Talent Acquisition, this individual is responsible for the lifecycle of early career hiring, including recruitment, hiring, onboarding, and program management. Early Career Recruitment * Responsible for the life cycle of early career hiring. * Partner with hiring managers, HR business partners, and leadership to understand business needs and develop recruitment strategies. * Develop and execute effective recruiting strategies to attract top early career talent, including co-ops, interns, recent graduates, and entry-level professionals. * Align recruitment efforts with organizational goals and workforce planning. * Utilize campus events, career fairs, online job boards, and professional networks to build a strong talent pipeline. * Establish and maintain partnerships with universities to promote the Reliance Matrix brand and career opportunities. * Coordinate and participate in campus recruitment events, information sessions, and networking opportunities. * Build and nurture relationships with candidates throughout the recruitment process, providing timely communication, guidance, and support to ensure a positive and inclusive candidate experience. * Based on volume- assist other areas of recruiting with full cycle hiring. Early Career Program Management * Oversee early career programs. * Partner with Talent Management to design and administer programs. * Oversee new hire logistics, training, mentorship, and performance tracking for program participants. * Continuously evaluate program effectiveness and recommend improvements. * Coordinate with HR and business leaders to ensure smooth transitions into full-time roles. Operations * Assess and optimize recruitment processes to increase efficiency and enhance candidate experience. * Utilize Workday, Handshake, and other sourcing tools to manage candidate pipelines, scheduling, and communication. * Ensure all recruitment activities adhere to policies, procedures, and legal requirements. * Maintain confidentiality and accuracy of candidate records. Market Intelligence * Stay current with labor market trends, best practices in recruiting, and competitor activities. * Use insights to inform sourcing strategies and identify new opportunities. Required Knowledge, Skills, Abilities and/or Related Experience * Bachelor's degree in Human Resources, Business Administration, a related field, or equivalent experience. * 5+ years of recruiting experience, preferably a combination of early career and professional level. * Proven success in managing early career programs and building university partnerships. * Strong understanding of full-cycle recruitment processes and best practices. * Demonstrated commitment to inclusion initiatives. * Excellent interpersonal, written, and verbal communication skills. * Ability to build relationships with academic institutions, candidates, and internal stakeholders. * Experience using Workday, Handshake, and LinkedIn Recruiter. * Strong organizational skills and ability to manage multiple priorities. Ability to Travel: Up to 10% The expected hiring range for this position is $78,290.00 - $104,520.00 annually for work performed in the primary location (Philadelphia, PA). This expected hiring range covers only base pay and excludes any other compensation components such as commissions or incentive awards. The successful candidate's starting base pay will be based on several factors including work location, job-related skills, experience, qualifications, and market conditions. These ranges may be modified in the future. Work location may be flexible if approved by the Company. What We Offer At Reliance Matrix, we believe that fostering an inclusive culture allows us to realize more of our potential. And we can't do this without our most important asset-you. That is why we offer a competitive pay package and a range of benefits to help team members thrive in their financial, physical, and mental wellbeing. Our Benefits: * An annual performance bonus for all team members * Generous 401(k) company match that is immediately vested * A choice of three medical plans (that include prescription drug coverage) to suit your unique needs. For High Deductible Health Plan enrollees, a company contribution to your Health Savings Account * Multiple options for dental and vision coverage * Company provided Life & Disability Insurance to ensure financial protection when you need it most * Family friendly benefits including Paid Parental Leave & Adoption Assistance * Hybrid work arrangements for eligible roles * Tuition Reimbursement and Continuing Professional Education * Paid Time Off - new hires start with at least 20 days of PTO per year in addition to nine company paid holidays. As you grow with us, your PTO may increase based on your level within the company and years of service. * Volunteer days, community partnerships, and Employee Assistance Program * Ability to connect with colleagues around the country through our Employee Resource Group program Our Values: * Integrity * Empowerment * Compassion * Collaboration * Fun EEO Statement Reliance Matrix is an equal opportunity employer. We adhere to a policy of making employment decisions without regard to race, color, religion, sex, national origin, citizenship, age or disability, or any other classification or characteristic protected by federal or state law or regulation. We assure you that your opportunity for employment depends solely on your qualifications. #LI-Hybrid #LI-KC1

Job Description The Talent Acquisition Manager plays a strategic role in equipping the organization with top talent by leading full-cycle recruitment efforts and driving a process rooted in Hiring A-Players principles. This role requires a deep understanding of the talent landscape, the ability to design innovative sourcing strategies, and strong collaboration with stakeholders across the business. By championing a seamless hiring experience and ensuring alignment with organizational goals, the TAM helps secure the high-caliber talent needed to fuel growth and long-term success. RESPONSIBILITIES: Full-life Cycle Recruiting - Lead the end-to-end recruitment process, from intake and sourcing to screening, interviewing, and closing candidates. Drive an efficient and consistent hiring experience rooted in Hiring A-Players principles, ensuring every step of the process is designed to identify and secure top talent who will thrive in our culture and deliver results. Candidate Assessment - Conduct thorough evaluations of candidates to determine alignment with the company's values, competencies, and role-specific skills. Leverage behavioral interviewing and scorecards to assess both technical expertise and cultural fit, guaranteeing we hire individuals who will raise the bar across the organization. Business Partnership - Serve as a strategic and trusted advisor to hiring managers/teams, providing guidance on effective interviewing methods and decision-making rooted in the Hiring A-Players framework. Partner closely across departments to understand business needs and deliver talent solutions that align with organizational goals. Workflow Management - Manage an average of 5-8 requisitions at any given time, ensuring a smooth, timely, and high-quality recruitment flow. Prioritize roles strategically and maintain transparency with stakeholders on progress, challenges, and outcomes. Strategic Collaboration - Collaborate with leaders across the organization to address challenges related to attracting, selecting, and retaining top talent. Provide insights and solutions that strengthen our employer brand and ensure a steady inflow of A-Player candidates into the business. Data Analysis & Reporting - Adopt a data-driven approach to recruitment by tracking, analyzing, and reporting on key metrics such as time-to-fill, quality of hire, and pipeline health. Use these insights to refine processes, drive accountability, and continuously improve hiring outcomes. Talent Pool Development - Proactively build and maintain pipelines of high-potential candidates for both current and future roles. Leverage sourcing strategies, networking, and technology to ensure we are always ready to hire A-Players ahead of business demand. Increase our brand footprint and attract top-tier talent by managing and enhancing our corporate LinkedIn page and company hiring landing page. Develop and execute content strategies that highlight our company culture, values, and career opportunities to strengthen our employer brand and attract "A-Player" candidates. You will own the Applicant Tracking System (ATS), leveraging it to streamline workflow, track metrics, and improve the candidate experience. QUALIFICATIONS AND EDUCATION REQUIREMENTS: Recruiting Experience: 3-5 years of strategic, full-cycle recruiting experience, ideally within an in-house recruitment team, with a proven track record of sourcing, assessing, and hiring top talent across diverse functions. Role Versatility: Demonstrated ability to recruit for a wide range of positions, from entry-level to senior leadership, adapting strategies to different levels of complexity and business needs. Technology Proficiency: Strong knowledge and hands-on experience with Applicant Tracking Systems (ATS) and related recruitment tools; ability to leverage technology to streamline workflow, track metrics, and improve candidate experience. Communication & Influence: Excellent verbal and written communication skills with the ability to influence, negotiate, and build trusted partnerships with candidates, hiring managers, and business leaders. Market Insight: Up-to-date understanding of job market trends, recruiting innovations, and best practices to ensure competitive hiring strategies and continuous process improvement. Compliance Knowledge: Solid understanding of labor laws, employment regulations, and compliance standards to ensure all recruitment practices are legally sound and ethical. Travel & Mobility: Willingness and ability to travel to various branch locations across regions to build relationships and support onsite recruiting initiatives. Strategic Participation: Mandatory attendance at quarterly on-site meetings focused on strategic planning, organizational updates, and alignment with enterprise-wide goals. COMPETENCIES/SKILLS: Proficiency in leveraging modern Applicant Tracking Systems (ATS) and recruitment technologies to optimize processes Data-driven decision-making with the ability to extract and act upon insights from data and market intelligence Influencing and stakeholder engagement skills with a proven ability to build trust across all levels of the organization Collaboration and relationship-building across functional areas to achieve shared business objectives Proactive and strategic hiring approach aligned with long-term organizational growth Expertise in identifying, attracting, and securing A-Players who align with company values, culture, and competencies PHYSICAL DEMANDS: Regular requirement to sit; use hands to touch, handle or feel Occasional requirement to stand; walk and reach with hands and arms Occasional requirement to lift and/or move up to 10 pounds Vision abilities include close vision, peripheral vision, depth perception and ability to adjust focus WORK ENVIRONMENT: Business Office Environment Noise level is usually moderate

Job DescriptionRivers Agile is growing fast! We just launched our new Pathfinders team, we are building an NVIDIA Omniverse systems integration practice, and are continuing to grow our expertise in autonomous solutions, Agentive AI, and XR research. After spending the past two years maturing our capabilities and developing in-house products, we are now investing in community-facing specialists to promote and sell them, and to engage with the workforce to build our team. Our collaborative team of software engineers, QA engineers, and project managers partners closely with clients to tackle complex challenges. We seek engineers and other professionals who are lifelong learners, passionate about their craft, and defined by their unique personality, experience, and style. Location: Our headquarters is in the North Hills area of Pittsburgh, PA. This is a hybrid position that requires onsite presence at local events, meeting candidates at mutually convenient locations, and occasional meetings at our headquarters. Position: Scale our teams by managing the full life-cycle recruiting process Serve as an ambassador for Rivers Agile across Pittsburgh's robotics, AI, simulation, and engineering communities Evangelize our services, products, and brand to the broader technical community, not just individual candidates Cultivate relationships with local educational institutions, tech advocacy organizations, employers, and channel partners, using them to deepen brand awareness Develop creative sourcing strategies and source qualified candidates for open positions Persuade qualified candidates that we are the right company to grow with them Make hiring recommendations that match candidates to roles, balancing candidate needs with the needs of our business Other competencies: Possess a technical vocabulary for both comprehension and speaking; this role carries a higher expectation than most technical recruiter roles Persuasive communicator, energetic storyteller, and active listener Comfort with a culture that is high tech, creative, and fast-paced culture Ability to build and manage trusted relationships with colleagues and applicants Deep knowledge of the variety of recruiting channels Package: salaried position, bonus program, full benefits (medical, dental, vision, supplementary), holidays, paid time off, 401(k) plan, good work-life balance. Powered by JazzHR EbG0JxxKpK

Job Description About the Role Our client is scaling globally and needs a proven Talent Acquisition leader who can build a disciplined, ethical, and compliant hiring engine. This role owns global recruiting strategy, governance frameworks, and operational excellence, ensuring every hire meets business needs, legal standards, and cultural expectations. If you thrive at the intersection of growth, structure, international compliance, and leadership- this is your field. What You'll Lead Own and evolve our client's global talent acquisition strategy, supporting multi-country hiring needs across technical, commercial, and corporate functions. Build governance frameworks that ensure consistency, documentation rigor, candidate eligibility validation, data integrity, and policy adherence. Oversee compliance with U.S., Canadian, UK, EU, and international employment, immigration, privacy, and recruiting regulations. Establish standardized process controls across requisition approvals, job postings, assessments, background checks, onboarding, and reporting. Partner with Legal, HR, Finance, and Regional Leaders to ensure compliant and efficient hiring practices in every geography. Develop recruiting performance dashboards, time to fill, funnel conversion, quality-of-hire, diversity progress, compliance audit readiness. Manage, mentor, and scale an internal TA team and external vendor relationships. Champion a consistent employer brand and candidate experience across all markets. Support return-to-office hiring strategy and location-based workforce planning. Drive continuous improvement, tools, workflows, documentation, scorecards, interview training, and hiring manager education. Requirements What You Bring 10+ years of progressive recruiting experience, including at least 4 years leading an enterprise/global TA function. Proven success hiring across multiple countries and navigating international employment regulations, data privacy laws (GDPR, PIPEDA), immigration/work authorization, and labor standards. Experience implementing recruiting governance- policies, audit trails, documentation, compliance reporting, interview standards. Skilled in designing scalable TA systems, processes, workflows, and technology stack strategy. Executive presence- comfortable partnering with C-Suite and influencing decisions. Analytical mindset- uses data to inform forecasting, prioritization, and performance. Ability to lead through change, ambiguity, and fast growth without losing quality or compliance. High integrity -protects the business, the candidate, and the brand. Success Looks Like Hiring decisions are documented, compliant, consistent, and defensible. International hiring becomes predictable, not stressful. TA team and hiring managers follow the same playbook. Audit? No sweat -everything's organized. Workforce planning aligns with office strategy and business goals. Recruiting is efficient, transparent, and respected across the organization. Benefits This is a full-time position with corporate benefits.

In this role, you'll lead the full-cycle recruitment process for our Life Science & Healthcare segment, owning everything from sourcing to offer. We're looking for someone who understands hiring trends and knows how to attract top-tier talent in a competitive market. Our team takes a consultative, hands-on approach to recruiting. Each member partners closely with specific business units, working under tight deadlines to deliver exceptional service and results. If you're passionate about making an impact and want to be part of a company that's driving meaningful change in the world, this is an incredible opportunity to do just that. About You - experience, education, skills, and accomplishments Bachelor's degree in human resources, business or related field of study or equivalent, relevant experience 7 years of full cycle recruiting experience in Life Sciences It would be great if you also had . . . Specific LS Commercial and Sales experience Experience delivering technical talent Working knowledge of ATS and/or CRM, ideally Workday and Phenom as well as recruiting additional tools such as LinkedIn Recruiter, Indeed and other job boards Strong behavioral interviewing skills Professional certifications such as AIRS, CSP, PHR, SHRM-CP What will you be doing in this role? Partner with hiring managers to deeply understand their talent needs and align recruitment strategies for optimal outcomes. Lead insightful conversations on labor market dynamics, offering strategic guidance tailored to your assigned business groups. Engage directly with leadership, deliver timely updates and foster strong partnerships within your supported teams. Navigate complexity with confidence, independently managing challenging situations with poise and professionalism. Ensure visibility and alignment by posting roles in the applicant tracking system in accordance with job posting standards. About the Team Clarivate's Talent Acquisition team is a global group of 45 recruiters who partner with leaders across the business to find and hire exceptional, diverse talent. We work collaboratively across regions and functions to deliver a high-impact, people-first hiring experience. Hours of Work The Americas team will work various hours with the majority aligning to the US East Coast time zone. This is a hybrid work environment, working 2-3 days a week in an office setting. At Clarivate, we are committed to providing equal employment opportunities for all qualified persons with respect to hiring, compensation, promotion, training, and other terms, conditions, and privileges of employment. We comply with applicable laws and regulations governing non-discrimination in all locations.

Talent Acquisition Director DEPARTMENT: Human Resources FLSA STATUS: Salaried/Exempt LEGENDS GLOBAL Two powerhouse companies have joined forces to redefine excellence in sports, entertainment, and live events. Together, we combine unmatched expertise with a global reach, offering an end-to-end solution across all areas of venue operations and revenue generation for many of the world's most iconic brands and venues. Legends brings a 360-degree, data-driven approach across planning, sales, partnerships, hospitality, and merchandise, working with top-tier clients to deliver exceptional experiences. ASM Global, the world leader in venue management and live event production, oversees 400+ arenas, stadiums, convention/exhibition centers, and performing arts venues globally. Our organization is committed to building an inclusive, innovative environment where differences drive solutions that benefit our team members, guests, and partners. Guided by our values of respect, integrity, and accountability, we create a workplace where everyone can succeed. Are you ready to be part of the team that is transforming live entertainment? Join us to make legends happen! THE ROLE We are seeking a strategic and execution-focused Talent Acquisition Director to lead the company's high-volume, enterprise-wide recruitment efforts. This role will be responsible for overseeing the full lifecycle of talent acquisition across our North American Corporate and Venue operations-managing large-scale hiring initiatives, seasonal surges, and ongoing staffing needs at pace. As a critical member of the HR leadership team, the TA Director will drive the strategy, infrastructure, and delivery of recruitment operations to support Legends Global's continued growth. This leader will focus on building a scalable, agile recruiting engine that delivers high-quality talent quickly and efficiently, while enhancing the candidate experience and supporting the company's DEI goals. ESSENTIAL DUTIES AND RESPONSIBLITIES Include but are not limited to: Strategic Leadership & Volume Hiring Execution Develop and lead a high-volume, enterprise-wide talent acquisition strategy aligned with Legends | ASM Global's business objectives and workforce planning needs. Design and scale processes to support the hiring of thousands of venue-based, front-line, seasonal, and operational employees annually. Build and manage a high-performing TA function (internal and vendor-supported) optimized for speed, cost-efficiency, and quality across diverse hiring tiers. Provide strategic oversight and leadership to a geographically dispersed team, fostering collaboration, creativity, teamwork, and accountability Collaborate with workforce planning to proactively forecast staffing needs across multiple locations and peak periods (e.g., event season, grand openings). Operational Excellence & Throughput Optimization Implement high-velocity recruitment models to support large-scale hiring events, job fairs, and mass onboarding cycles. Standardize processes for requisition volume management, scheduling, screening, and offer generation to improve throughput. Lead innovation in recruitment tools and platforms (e.g., Workday, AI screening, virtual hiring tools) to increase automation, consistency, and data insights. Metrics, Compliance & Risk Management Define and track high-volume recruitment KPIs such as time-to-fill, cost-per-hire, funnel conversion rates, and new-hire retention. Ensure compliance across multi-jurisdictional hiring practices, including adherence to EEOC and local employment laws. Implement scalable documentation and process audits to ensure consistency and reduce risk. Partnership & Brand Advocacy Partner with Venue GMs, HR Business Partners, and Operations Leaders to ensure recruiting solutions are aligned with regional and functional needs. Lead employer branding and marketing strategies to position Legends | ASM Global as a preferred employer for hourly, seasonal, and skilled operational talent. Partner with Human Resources to continuously improve the onboarding process. Develop strong relationships with colleges, local and national civic groups, and DEI organizations to develop local pipelines. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION AND/OR EXPERIENCE Bachelor's degree in Human Resources, Business Administration, or a related field. 5+ years of progressive experience in high-volume talent acquisition, with at least 3 years in a leadership role managing large, distributed teams. Proven experience designing and executing scalable recruitment strategies in a high-growth, multi-location, and/or seasonal hiring environment (hospitality, entertainment, logistics, or retail industries preferred). SKILLS AND ABILITIES Expertise in high-volume, multi-site recruiting and managing rapid hiring cycles. Strong operational mindset with deep experience in recruiting process design, TA technology, and performance optimization. Ability to manage multiple competing priorities and high requisition loads under tight deadlines. Experience leading TA transformation initiatives and implementing recruitment technology at scale (Workday, CRM, sourcing automation) Strong communication and influencing skills with the ability to collaborate cross-functionally and present to executive leadership. Data-driven decision maker with an ability to use metrics and dashboards to track volume hiring performance. Demonstrated commitment to DEI through inclusive hiring practices and community outreach. Ability to lead through change and ambiguity with a growth mindset. Experience in the live events, entertainment, hospitality, or sports industry (Preferred) LinkedIn Recruiter Certification or other sourcing-related credentials (Preferred) Experience working across both corporate and field operations or unionized environments (Preferred) COMPENSATION Competitive salary commensurate with experience, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and 401k plan. WORKING CONDITIONS Location: Corporate Headquarters (Remote - open to candidates based in the Tri-State area and surrounding regions, including NY, NJ, PA, MD, etc.) PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. NOTE: The essential responsibilities of this position are described under the headings above. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position. Legends Global is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.

MAJOR JOB DUTIES AND RESPONSIBILITIES Partner with hiring manager(s) and HR Business Partners to understand current and future headcount needs Perform intake sessions to understand role performance profile, recruiting strategy, and set expectations on timeline and delivery Determine selection criteria, candidate profiles, and job requirements for vacant positions. Develop recruitment marketing strategies, source, and engage with potential candidates through online company career portals, recruitment sites, job boards, and social platforms. Utilize Talent Market Intelligence tools and resources to inform internal stakeholders and drive recruitment strategies Build a bench of qualified prospects to meet both current and anticipated business needs Evaluate applications and screening candidates via calls or emails, as well as facilitating pre-interview assessments. Compile interview questions and conduct in-person or video call interviews with shortlisted candidates. Proactively advise Hiring Leaders and HR Business Partners to enable efficient service delivery Develop understanding of business and drivers, proactively build candidate pipeline for reoccurring positions in anticipation of business needs Ensure strategies are compliant with Country Regulatory requirements and Corporate policies Define, Measure, Analyze, process reports and feedback to enable continuous improvement Performs other duties as assigned

Salary: $130,000 - $140,000 + Bonus Benefits: Medical, Dental, Vision, 401k w/ match, PTO, Paid Holidays, FSA, EAP Job Type: Full-Time Typical Hours: M-F 8:00 AM-5:00 PM (flexible start/end) Sponsorship is not available Relocation Assistance Available Director of Talent (Recruiting/Talent Acquisition exp req) Description Our client, a growing national retailer, is seeking a Director of Talent to join their team in Harrisburg, PA. In this role, you will lead the development and execution of talent strategies across recruiting, learning and development, and performance management. You'll oversee a team of 13 and report directly to the SVP of Human Resources, serving as a key partner to senior leaders as the company rapidly scales. You'll be responsible for building the recruitment engine, refining the employer brand, and developing leadership pipelines. Ideal candidates will have experience with high-volume recruiting within retail or other distributed workforces, leading talent acquisition at scale, and built or managed L&D programs. To succeed in this role, you must be a strategic builder who thrives in ambiguity and thrives in a fast-paced, entrepreneurial environment. This is an exciting opportunity to shape the future of a rapidly expanding brand, build scalable talent programs, and make a significant impact on culture and employee experience. Director of Talent (Recruiting/Talent Acquisition exp req) Responsibilities • Build and execute talent strategy aligned to business needs • Oversee recruiting for corporate, field, and distribution center roles • Lead and grow employer brand and employee value proposition efforts • Lead the development of scalable learning and development programs • Manage performance reviews and succession planning processes • Ensure positive and consistent candidate experience across hiring • Create and track recruiting KPIs and use data to inform improvements • Optimize ATS use and recruitment vendor relationships • Support onboarding and employee engagement initiatives • Collaborate with leadership to plan for future talent needs • Partner with department heads to design talent development plans • Manage talent budgets and oversee departmental headcount Director of Talent (Recruiting/Talent Acquisition exp req) Qualification • 10+ years of HR or Talent Management experience required • 5+ years of leadership experience required • 2+ years of Recruiting for High-volume or distributed workforces experience required

Artech is the 10th Largest IT Staffing Company in the US, according to Staffing Industry Analysts' 2012 annual report. Artech provides technical expertise to fill gaps in clients' immediate skill-sets availability, deliver emerging technology skill-sets, refresh existing skill base, allow for flexibility in project planning and execution phases, and provide budgeting/financial flexibility by offering contingent labor as a variable cost. Job Description Job Responsibilities: Rationalizing and defining the professional services space within Comcast. Assisting team by defining a road map and strategy, managing part of the program and execution of staff Execution of task initiatives Communicating with stakeholders, executives. Job Requirements: Strategy and true procurement expert Category Management experience required Seasoned professional, 10-15 years procurement experience Experience working with outsourcing deals Strong communication skills 10 to 15 years of experience and possibly have worked for Client, Client, EY, KPMG - the big 4. Professional services experience with 'buying people' Experience with the client side of the contract, not the staffing side Knowledge of sourcing and procurement techniques as well as a dexterity in "reading” the market Strategy, category management, hard core professional servicing Managed at least 200 million in spend - scale and complexity Talent in negotiations and networking Highly effective communication Experience negotiating with external vendors to secure the most advantageous terms Able to uncover the most profitable suppliers and initiate business partnerships Additional Information If you are interested, please contact: Sophia ************

The Opportunity The Director of Talent (Human Resources) will have primary responsibility for managing the organization's talent lifecycle, including: Recruitment & Selection, Onboarding, Staff Evaluation, Professional Development and Off-boarding of Employees, as well as serving as the in-house point person for all HR, compliance and employee relations matters. This individual will work closely with members of the leadership team, hiring managers and staff to handle the day to day needs related to the staff experience, elevating issues and concerns to senior leaders as needed. The Director will be critical to the refinement and maintenance of current Talent initiatives. This role is a full-time role with expectations to report in-person three (3) days per week. You'll help us to achieve: A fully-staffed organization that meets the programmatic and operational needs of the organization A strong organizational culture that engages, supports, and develops staff to deliver high-impact services to our students. Maintenance and improvement of existing systems and processes that support employees in accessing resources, information and processes related to their Heights experience A high quality hiring experience that attracts a diverse pool of candidates to opportunities at Heights. Strong collaboration with other administrative departments in the organization to enact seamless workflows from Talent to Finance, Administration and Advancement. What You'll Do Provide direct management to Manager Talent and HR consultant Develop and implement plans to address organizational staffing needs by working with Senior Leadership, Managing Directors, and Directors to identify program needs, complete cost projections, and identify potential efficiencies that still lead to impact for students. Implement and refine Heights's recruitment process, which engages candidates for full-time, part-time and seasonal positions, to ensure we are fully staffed to maintain high quality services to students Coordinate all aspects of employee onboarding, orientation, and offboarding. Provide training and coaching to hiring managers to ensure their screening processes align to organizational workflows, and to candidate-friendly practices from the field. Lead Senior Leadership Team, Managing Directors and Directors in creating practices, policies, and supports to ensure the long term success of our employees and for a diverse workforce that is reflective of the communities and the city of Philadelphia. Provides empathetic support to employees and/or managers who need support navigating organization policies (leaves of absence, FMLA, legal, EAP-supported) Address, document and resolve employee and labor relations issues in a timely manner, engaging the President and Chief of Staff when appropriate. Provide guidance to the President and Chief of Staff regarding policy changes that ensures the organization is compliant with state and federal regulations across various employee types. Maintain up to date the organization's employee handbook. Maintain up to date records for each employee via our employee management system (Paycor) Provide training and resources to build understanding and confidence in talent practices or processes. Center equitable pay practices in setting and managing compensation for employees Collaborate with the President, Chief of Staff, Director of Administration and brokers in the renewal and rollout of the organization's benefits annually. Collaborate with the Director of Administration in the implementation of employee benefits, including health insurance, retirement benefits and leave-related benefits Interface with Admin and Program teams to share appropriate data, align on workflows and to inform cross-functional team priorities Work as part of a cross-functional team to implement a strong employee professional development program that creatively leverages staff time and organizational resources. Administer twice-annual Heights staff climate/engagement survey, collect and analyze findings and suggest changes as needed. Oversee the staff evaluation process, ensuring each employee has an evaluation twice annually. This is administered via our employee management system, Paycor. May be asked to perform additional duties not listed in the job description as required by business needs. What You'll Bring Bachelor's Degree required, Master's degree in human resources, business administration or related field preferred 5+ years of experience working in an HR, Talent or People function with progressive responsibility, with a minimum 2 years experience with significant functional responsibility or leadership within the team. At least two years experience managing others PHR, SHRM-SCP or SHRM-CP preferred but not required Technological fluency, with familiarity with Google Suite Applications and experience with use of Talent systems (HRIS, Applicant Tracking) to maintain accurate records for current and prospective employees Broad knowledge of the talent life cycle, including recruitment practices, evaluation processes, compensation, labor relations and staff training/development Comprehensive knowledge of labor and employment laws and regulations and their administration and application, including FMLA, Workers Compensation, ADA/Accommodations, and related policies. Prior experience designing, developing and implementing organizational policies Strong interpersonal skills, with demonstrated ability to build positive and productive relationships within an organization Experienced in effectively communicating ideas, strategies, policies and content (via training), both verbally and in writing. Experience navigating sensitive personnel issues confidentially, in alignment with labor laws and our organizational handbook, with a sensitivity that aligns with our organization's values. Adept at managing multiple priorities, both independently and in collaboration with others in the organization, delivering results. Strong problem-solving skills, anticipating challenges, identifying issues, and implementing effective solutions. In addition to your experience, expertise and strengths, you must meet PA State background check requirements [PA Criminal, PA Child Abuse and FBI Fingerprint Check] at hire and every five years thereafter. You'll also need to adhere to COVID safety guidelines as required by the Department of Human Services and/or the School District of Philadelphia. Compensation & Benefits The salary for this position, which depends on prior work experience and our assessment of your demonstrated fit for the role, will likely be between $90,000 - $110,000. Heights offers competitive base salaries based on the Philadelphia market among not-for-profit organizations of similar size, with opportunities for salary growth over time. We believe in compensating staff members fairly in relation to each other, their qualifications, and their impact on behalf of the organization, and take internal and external equity seriously. You will have an opportunity to discuss salary in more detail after you begin the application process. Heights offers a full benefits package designed to support employee wellness. This includes: Generous medical, dental & vision insurance for employees and eligible dependents, which cover 90% of costs for employee coverage Paid time off including 17 personal days, 6 sick days, 12 federal holidays and 2 floating holidays, and two (2) week-long office closures, one at the end of the calendar year and another in spring. Twelve (12) weeks of paid parental leave to support new parents Provision of a technology stipend to offset internet and cell phone costs Short and long-term disability coverage Monthly professional development days and resources for targeted professional development opportunities 401(K)-retirement savings plan with an employer contribution Work Arrangements Heights Philadelphia currently maintains a hybrid work environment where staff work from home, in our Center City office, and on-site with school partners, as determined by the staff member's or team's responsibilities. We also prioritize time together as an organization - living in our value of succeeding together. All office-based Heights employees spend Wednesdays in-office in Center City, building community at our monthly staff professional development days and via our virtual staff meetings.

Corporate Recruiter Prolifics is looking to add an experienced recruiting professional to our Talent Acquisition team. We are looking for a dynamic, results-oriented individual who can recruit using conventional, social media and non-conventional techniques, and complement the existing team. Responsibilities: * Partner with leadership to project manpower demand, with a focus on IBM Sales, Tech Sales, and Software Sales roles. * Translate job descriptions into clear hiring requirements and design targeted interview questions. * Proactively source top sales and technology talent through social media, networking, and ATS databases. * Write engaging job postings that resonate with sales and software professionals. * Innovate and implement out-of-the-box strategies to engage passive candidates, especially within the sales ecosystem. * Screen and interview candidates to ensure alignment with sales performance expectations and technology acumen. * Guide candidates throughout the interview process while highlighting the organization's value proposition. * Build strong talent pipelines for current and future sales hiring needs. * Keep up to date with enterprise sales trends and emerging technology solutions to better assess candidate profiles. Qualifications: * Self-confidence and can-do attitude. * Ability to build strong relationships through phone calls and emails. * Willingness to "cold-call" prospective candidates. * Motivated, goal oriented, and persistent; also an excellent team-player. * High energy levels and ability to improve continuously. * Excellent written and oral communication skills. * Must possess solid organizational and interpersonal skills and be detail oriented.

Job Title: Patient Recruitment and Retention Lead Duration: 12 Months 8 AM to 5 PM - Remote role, anywhere in US, supports EST Job Description (include education and # of years experience required) OBJECTIVES/PURPOSE Oversee and provide quality patient engagement and recruitment services that allow study teams to meet patient enrollment goals. Work to deploy new processes, methodologies, data, and technologies for future implementation. ACCOUNTABILITIES Oversee execution/execute patient recruitment deliverables regarding operational planning activities supporting clinical project teams building phase 2 through phase 4 clinical research studies including: Early operational planning, Protocol synopsis feasibility assessments, Enrollment forecasting and modeling, building Recruitment support strategies (e.G., central recruitment), Recruitment and retention plans Ensure delivery of high-quality subject recruitment and retention plans in collaboration with the Client clinical project teams/study team and contracted supplier(s) before First Patient First Visit. Manage quantitative decision support framework for strategy development, vendor selection, and objective setting. Manage contract and vendor relationship framework. Systematically evaluate and communicate financial impact of specialist vendor (recruitment and retention) and recruitment strategies to important partners. Build daily delivery of activities as described above supporting clinical programs (e.G., including delivery of decision support data and methodologies for protocol development, site selection and management of recruitment support vendors. Support Director with activities related to process improvement and mapping, training, interdepartmental collaboration (e.G., compliance, DSI technologies) DIMENSIONS AND ASPECTS Technical/Functional (Line) Expertise Comprehensive understanding of the pharmaceutical industry (e.G., clinical development, the prescription drug distribution process, etc.) Leadership Demonstrated ability to work across functions, regions and cultures Enterprise level leadership with the ability to inspire, motivate and drive results Excellent communicator, able to persuasively convey both ideas and data, verbally and in writing Proven skills as an effective team player who can engender credibility and confidence within and outside the company Ability to distil complex issues and ideas down to simple comprehensible terms Executive leadership presence and confidence Embraces and demonstrates a diversity and inclusion mindset and role models these behaviors for the organization Decision-making and Autonomy Broad decision-making responsibilities: Ability to make highly complex decisions that impact the enterprise Accountable for decision making for designated function Ability to seek diverse input from multiple constituents and stakeholders to drive innovative solutions Ability to incorporate feedback and ensure decisions are made swiftly to yield flawless execution Accountable for designing and implementing vision and strategy for designated scope Interaction Effectively navigates the changing external and internal environment and leads others through change by creating and inspiring and engaging workplace Effectively represent Client in High-level negotiations with the ability to resolve conflict in a constructive manner Innovation Visionary and forward thinking with the ability to influence and effectively drive organizational change and continuous innovation Comfortable challenging the status quo and bringing forward innovative solutions Ability to take risks implementing innovative solutions, accelerating time to market Complexity Ability to work in a global ecosystem (internal and external) with a high degree of complexity Breadth of knowledge required across therapeutic areas, indications, and/or modalities EDUCATION, BEHAVIOURAL COMPETENCIES AND SKILLS: Bachelor's Degree. 5 or more years of experience in patient recruitment with evidence of increasing responsibility within a pharmaceutical company, CRO or similar organization. Expertise in developing recruitment and retention strategies, country/site identification, and generation of material and trial metrics. Successful leadership, and development of large, diverse globally dispersed teams experience. Knowledge of leading-edge trial optimization vendors, tools, and methods. Knowledge of current regulatory requirements and guidelines governing clinical research. Experience in process design and improvement. Understanding of clinical trials, relevant knowledge of GCP/ICH and applicable global regulations regarding trial optimization strategies.