Talent acquisition manager jobs in Silver Spring, PA

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 preferred 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.

About Day and Zimmermann When you've been around for more than a century, you know a thing or two! At Day & Zimmermann, we take our lifetime of experience and make things better! Our 37,000+ employees help bring big ideas to life every day. We're pushing the boundaries of innovation in construction & engineering, operations & maintenance, staffing, and security & defense. And that's not all. Did we mention that we have 900+ worldwide locations with $3 billion USD in annual revenue? Come join our in on purpose - We put people to work, we protect American freedoms, and we help our customers power and improve the world. We do what we say. ********************* Job Summary The Manager, Talent Acquisition oversees recruiting delivery across the business, ensuring the team meets KPIs such as outreach effectiveness, candidate conversion, time to fill, source efficiency, and offer acceptance. This leader regularly engages with executives and HR leadership to review performance, present data driven insights, and advise on market trends. In addition to leading the team, the Manager will own a select set of requisitions to model best in class recruiting practices and maintain hands on credibility. This includes candidate experience, sourcing strategy, and delivery speed. Key Responsibilities Team Leadership & Development * Lead, coach, and develop a team of Talent Acquisition Partners (TAP through Lead level when applicable). * Set clear performance expectations aligned with industry-standard recruiting KPIs (outreach, pipeline conversion, time-to-fill, source efficiency, offer acceptance). * Provide ongoing mentorship, feedback, and career development guidance to elevate team performance. * Foster a culture of accountability, collaboration, and continuous improvement. Business Partnership & Executive Presence * Act as the primary Talent Acquisition contact for assigned business groups. * Regularly meet with business leaders to review requisition status, candidate pipelines, and market insights. * Provide proactive updates on roles trending off track and present recommendations for solutions. * Advise executives on market conditions, talent availability, and competitive intelligence. Strategic Insights & Data-Driven Execution * Create, analyze, and edit recruiting reports for both team performance and business-facing updates. * Leverage recruiting data and KPIs to identify risks, opportunities, and improvements in delivery. * Proactively present insights and solutions on requisition health, candidate experience, and market trends before issues escalate. * Own team-level metrics reporting, ensuring accuracy and transparency with leadership. Recruiting Innovation & Thought Leadership * Act as a TA thought leader, challenging the status quo and introducing innovative strategies for sourcing, talent attraction, and recruitment marketing. * Partner with employer branding and marketing to design creative campaigns that attract passive and diverse talent pools. * Drive adoption of creative sourcing strategies across the team, ensuring modern methods (Boolean, AI, X-ray, social media, referral campaigns) are consistently applied. * Evaluate new TA tools and technologies; partner with HR and IT on recommendations and implementations. Operational Excellence * Personally manage a select portfolio of requisitions, setting the example in candidate experience, sourcing execution, and speed-to-fill. * Ensure the recruiting process delivers a world-class candidate experience from outreach to hire. * Collaborate with HR partners on workforce planning, requisition prioritization, and process alignment. * Manage relationships with third-party agencies, monitor spend, and report on ROI and vendor performance. * Drive consistency in TA processes, workflows, and compliance across the team. Minimum Qualifications * 5 plus years of progressive recruiting experience, including 2 to 3 years in a leadership or senior partner role. * Proven ability to manage and mentor recruiters and sourcers at multiple levels. * Strong full cycle recruiting and advanced sourcing experience, with willingness to remain hands on. * High analytical capability with experience creating and interpreting recruiting KPIs. * Demonstrated ability to influence senior leaders with strong executive presence. * Experience overseeing third party recruiting agencies including budget and performance management. * Proficiency in ATS and CRM systems such as SAP SuccessFactors and sourcing or reporting tools. * Bachelor's degree required. KSAs (Knowledge, Skills, and Abilities) * Strategic thinker who turns data into actionable insights. * Hands on recruiter who sets the standard for delivery excellence. * Strong communicator able to influence executive stakeholders. * Creative problem solver with interest in sourcing innovation. * Proactive operator who anticipates risks and solutions. * Culture builder focused on developing and elevating team performance. * Up to 15 percent for team meetings, business engagement, or recruiting events. Compensation and Benefits In compliance with this state's pay transparency laws, the salary range for this role is $107,200 to $160,800. This is not a guarantee of compensation or salary. Final offer amounts may vary based on factors including but not limited to experience and geographic location. The specific programs and options available to an employee may vary depending on date of hire, schedule type, and the applicability of collective bargaining agreements. We care about our employees and it shows. Our staff receive a competitive salary and a comprehensive benefits package that includes medical and prescription coverage, dental and vision insurance, life and AD&D insurance, disability coverage, flexible spending accounts, 100 percent paid maternity leave for up to 12 weeks, parental leave, family leave, other paid time off, voluntary benefits, employee discount programs, and optional pet insurance. #LI-SK1 Diversity, Inclusion & Equal Employment Opportunity Day & Zimmermann is committed to maintaining an inclusive workforce, where employees are hired, retained, compensated and promoted based on their contributions to our Company. Our collective strength is rooted in over a century of diverse employees and businesses, commitment to success, and delivery on promises made. Federal and state Equal Employment Opportunity laws prohibit employment discrimination based on race, color, religion, sex, sexual orientation, age, national origin, citizenship status, veteran status and disability status. Day & Zimmermann is committed to providing an equal opportunity work environment in full compliance with these laws. If you are an individual with a disability and you require an accommodation in the application process, please email reasonableaccommodation@dayzim.com, and please specify which position you are interested in, including job title and location.

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.

WHAT YOU'LL DO As our Talent Acquisition Lead, you'll 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! You'll ensure candidates' interaction with our brand is authentic, responsive, and second-to-none. You'll help make Seakeeper an employer of choice by attracting top talent that will propel us to the next level. In this role you'll wear several hats including: Unicorn Hunter - Sourcing, engaging, and hiring talent: Managing the full-cycle recruitment process for manufacturing roles with a heightened focus on keeping our pipeline full of people ready to hire Using new-age recruiting technology such as AI technologies and LinkedIn you'll build and maintain proactive candidate pipelines for skillsets that are repeatable high-volume roles such as CNC Machinists 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 employee's first day Educating Hiring Managers on Seakeeper's 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 Seakeeper's 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 you'll need to succeed. MUST-HAVES Bachelor's Degree Minimum 3 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 Seakeeper facilities and Seakeeper events such as job fairs or networking events You'll report to the Director of Talent Acquisition, and work closely with our Employment Engagement Manager and VP of People, Culture & Brand YOUR TEAM You'll 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 YOU'LL LOVE IT HERE It's 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, you're empowered to speak up! Fast-paced and hands-on don't even begin to describe what you'll 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. That's 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 water…and 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 Seakeeper's 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.

Salary: $65,000-$80,000 Job Type: Full-time, Direct Hire Core Financial Outsourcing is a bookkeeping, accounting, tax and consulting firm located in Doylestown, PA. We provide our services both onsite and virtually for a wide variety of clients with no particular focus on any one industry. What that means for our team is response for many different types of accounting tasks rather than just focusing on only one area of the whole accounting picture. We are seeking a proactive and detail-oriented In-House Recruiter to lead the recruitment cycle for all accounting roles within our organization. The ideal candidate will have a strong understanding of the accounting industry and profession, exceptional sourcing and relationship-building skills, and a passion for connecting top talent with meaningful career opportunities. This role will collaborate closely with our leadership team to identify staffing needs, design effective recruitment strategies, and ensure a positive candidate experience from initial contact through onboarding. Essential Functions and Responsibilities Manage the end-to-end recruitment process for accounting positions at all levels(e.g., Staff Accountant, Senior Accountant, Controller, etc.) Partner with leadership to understand role requirements, team goals, and desired candidate profiles Develop and implement targeted sourcing strategies, including use of job boards, LinkedIn, referrals, professional associations, and university networks Screen resumes, conduct initial interviews, and evaluate candidates for technical and cultural fit Coordinate interview scheduling, assessments, and feedback collection Maintain an active talent pipeline for current and future accounting openings Collaborate with Office Manager to streamline onboarding and ensure smooth transitions for new hires Education and Experience: Bachelor's degree in Human Resources, Business Administration, Accounting, or a related field 3-5 years of recruitment experience, ideally with a focus on accounting or finance roles (agency or in-house) Solid understanding of accounting functions, certifications (CPA, CMA, etc.), and industry-specific skill sets Proven ability to manage multiple requisitions and priorities in a fast-paced environment Excellent interpersonal, communication, and negotiation skills High attention to detail and a commitment to confidentiality and professionalism Compensation and Benefits: The expected pay range for this role is $65,000-$80,000per year and will be commensurate with factors such as relevant experience, skills, and qualifications Comprehensive benefits package including medical, dental, and vision with employer subsidy. Life insurance benefits are provided at no cost to the employee. Short and long term disability are available and are 100% employee paid. 401(k) Retirement plan with employer match Company paid holidays and paid vacation time off Work Environment: Schedule: Monday-Friday, 40 hours a week based on business requirements Opportunities for career advancement Regular team building events and company holiday parties Core Financial Outsourcing is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, disability, sex, sexual orientation, gender identity, or national origin. Nothing in this job posting should be construed as an offer or guarantee of employment. Why work here? When asked to describe our culture in one word, the top answer from our staff was "Flexible." We don't just talk about work/life balance here, we really mean it. We work really hard to ensure we deliver the highest quality of service for our clients but we value our free time too. We strive to create an office culture that feels laid back and cooperative and we make it a priority to bring our people together outside of the office as well so we can all put our work aside and just be ourselves. If you're looking to share your expertise and help a growth-oriented team bridge the gap between traditional bookkeepers and business owners, we may have just the perfect fit for you.

Job Description Renuity Talent Acquisition Senior Manager, Talent Acquisition (Field) Renuity is seeking a dynamic, people-focused Senior Manager of Field Recruiting to lead talent acquisition for our Home Organization Division-a rapidly expanding business specializing in custom closets and garage flooring solutions. This role serves as a dedicated recruiting leader embedded within the division, partnering directly with operations, sales, and installation leadership to build scalable hiring strategies that meet aggressive growth goals. While aligned closely with the business, this position reports into Renuity's Centralized Talent Acquisition organization to ensure consistency, data integrity, and shared best practices across the enterprise. Work Environment: Hybrid Office Environment: (Charlotte or Landover MD Office) Professional setting with standard office equipment such as computers, phones, and printers. Noise levels are typically low to moderate. Location: Ideal candidates are based in Landover MD or Charlotte NC or otherwise open to relocation Key Responsibilities Strategic & Operational Leadership Develop and execute a comprehensive recruiting strategy aligned with Home Organization's growth plans, labor forecasts, and seasonal demand. Partner with divisional and regional business leaders to forecast headcount needs and build proactive workforce plans that support install capacity and sales growth. Serve as the primary TA point of contact for Home Organization, balancing business partnership with alignment to central TA standards and processes. Collaborate with HRBPs and field leadership to ensure recruiting priorities align with retention, training, and performance outcomes. Lead, coach, and develop a team of recruiter(s), driving accountability to hiring metrics, quality, and candidate experience. Sourcing & Employer Brand Execution Build and maintain pipelines for high-volume field roles, including design consultants, call center, installers, and production team members. Design market-specific sourcing strategies leveraging job boards, grassroots outreach, referrals, trade schools, and local partnerships. Partner with TA Operations and Marketing to activate sourcing campaigns, optimize outreach content, and measure channel ROI. Enhance employer brand visibility and candidate engagement across key Home Organization markets. Performance Management & Insights Monitor and manage recruiting KPIs (time-to-fill, quality of hire, source performance, and candidate satisfaction). Leverage Ashby and other TA systems to maintain transparency, data accuracy, and reporting rigor. Analyze funnel and turnover data to identify bottlenecks, market trends, and process improvement opportunities. Present recruiting performance and insights to TA leadership, HRBPs, and Home Organization executives. Team Development & Process Consistency Coach recruiters through regular 1:1s, performance feedback, and skill-development sessions. Implement scalable tools, templates, and processes that ensure consistency across regions and roles. Champion inclusive, efficient, and candidate-friendly recruiting practices that reflect Renuity's values and brand. Collaborate with the broader TA leadership team to share best practices and contribute to enterprise-wide TA initiatives. Qualifications & Experience Bachelor's degree in Business, HR, or related field preferred. 7+ years of recruiting experience, including at least 3 years leading high-volume or field recruiting teams. Proven success managing recruiters and delivering hiring results in a fast-paced, growth environment. Strong business partnership skills; experience supporting field or decentralized operations preferred. Data-driven mindset with experience using ATS and reporting tools (Ashby experience a plus). Excellent communication, influence, and collaboration skills across business functions. Willingness to travel up to 25% within assigned markets. Why Renuity At Renuity, we're transforming home improvement through craftsmanship, customer experience, and exceptional people. This role plays a key part in building the workforce behind that mission-ensuring our Home Organization division continues to grow with the right talent, culture, and momentum. Renuity and its affiliates are committed to equal opportunity. We value and embrace diversity and inclusion of all Team Members. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact ******************************. If you have a question regarding your application, please contact ****************** To access Renuity's Privacy Policy, please click here: Privacy Policy

Full-time Description Full-Time | Maryland & Delaware | Field-Based The Preston Automotive Group (PAG) is growing, and we're looking for a driven Talent Acquisition Manager/Recruiter to help us hire top talent across all departments. If you love meeting people, building relationships, and representing a strong community-focused brand, this role is for you. What We Offer Competitive salary + bonus opportunities Health, dental, vision, 401(k) with match PTO & holidays Career growth in a fast-growing automotive group Supportive, family-oriented OnePAG culture Requirements What You'll Do Recruit for all PAG positions: sales, service techs, advisors, parts, office, BDC, managers, etc. Partner with GMs and store leaders to understand hiring needs. Manage job postings on Indeed, Hireology, ZipRecruiter, social platforms, and the internal PAG jobs board. Source, interview, pre-screen, and coordinate hiring decisions. Attend job fairs, community events, and build partnerships with schools and local organizations. Serve as a OnePAG culture and brand ambassador. Track key hiring metrics and maintain strong communication with candidates and managers. What We're Looking For 2-5+ years recruiting experience (automotive a plus). Strong communication and relationship-building skills. Organized, energetic, and proactive. Comfortable traveling between multiple PAG locations. Salary Description $70,000 - $100,000 per year

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

This position will serve as the face of The Wright Center to improve the health and welfare of our community through inclusive and responsive health services and the sustainable renewal of an inspired, competent workforce that is privileged to serve. The successful candidate will embody the core mission, vision, values, and characteristics that align with the strategic objectives and goals of the organization. The Talent Acquisition Manager plays a critical role in managing the talent acquisition process within The Wright Center for Graduate Medical Education and its affiliated entity The Wright Center for Community Health. This role will demonstrate and apply comprehensive and authentic recruitment strategies to ensure the capture of high-quality applicants. Additionally, this individual will build and grow relationships with external partners across local, regional, and national venues, making deep connections with potential stakeholders on behalf of the Wright Center. The Talent Acquisition Manager will oversee recruitment efforts in all phases of the recruitment cycle. The successful candidate will collect, gather, maintain and report on all recruitment data and feedback to support continuous process improvement relative to recruitment and stakeholder referral processes and relationships. This position is required to be in the office and not a remote or hybrid role. REPORTING RELATIONSHIPS This position reports to the VP of HR. The Talent HR Specialist reports to this role. ESSENTIAL JOB DUTIES and FUNCTIONS While living and demonstrating our Core Values, the Talent Acquisition Manager will: Create and execute a scalable and effective talent acquisition strategy inclusive of integrating diversity, equity inclusion, from ground up, encompassing sourcing, interviewing, selection and onboarding processes. Collaborate with the marketing and communication team to develop compelling employer branding campaigns to promote TWC brand to attract top talents. Develop and execute innovative strategies to attract top talent to the organization Lead the recruitment process from start to finish, ensuring a seamless and positive candidate experience. Lead recruitment and onboarding of all providers inclusive of physicians, PAs, NPs, therapists etc. Responsible for the development and execution of physician and mid-level provider employment agreements Lead conversations with clinical leadership in regards to clinician staffing needs inclusive of physicians and utilizing strategies to recruit and retain TWC residents and workforce from other programs such as NYU Langhone AEGD residents Lead the execution of the visa process for candidates, work with legal counsel to ensure timely processing. Source potential candidates from various local groups and organizations as well as online channels in order to build a comprehensive pipeline that will ultimately reduce time to hire. Develop and maintain internal and external contact lists to enhance recruitment efforts Establish strong partnerships with hiring managers and leaders to understand hiring needs and ensure alignment of recruitment efforts with organizational objectives Determine applicant requirements, with the position's manager, by studying and job qualifications Work with hiring managers to develop job descriptions and ensure ADA compliance Works with HR Specialist on the creation of a recruiting and interviewing plan for each position, identifying effective sources for candidates Participate in recruitment events such job fairs, interview sessions and school visits. Overnight travel may be required Develop relations with community partners to such as colleges, universities and schools to develop pipeline candidates Streamline and optimize recruitment processes to enhance efficiency and candidate experience, leveraging technology and best practices. Track and analyze recruitment metrics to measure the effectiveness of the talent acquisition program. Use data-driven insights to continuously improve strategies and outcomes. Maintain an accurate open position report and position control Ensure compliance with relevant employment laws and regulations in all recruitment processes. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed Conduct exit interviews and report on trends. Work with managers on raised concerns or issues Continue to improve processes and complete required PDSAs, SAFE Report, and community events Attend clinic huddle and/or operation meetings. Works closely with other members of HR team to maintain high level of organization within the department Special projects as requested/needed Requirements QUALIFICATIONS Bachelor's degree in business, communications, human resources or another related field Minimum three (3) years recruitment experience, prior healthcare recruitment particularly with physician recruitment preferred. Working knowledge of employment laws and regulations Working knowledge of immigration law as it applies to H-1B and J1 visas preferred The ability to lead a team and buy in from managers Self-directed work ethic Strong organizational and time management skills Professional written and verbal communication and interpersonal skills Knowledge and skills in developing and implementing recruiting strategies and successfully sourcing targeted candidates Ability to work reliably in a high-volume, high-demand medical educational environment Proficiency in Google applications, Word, Excel, PowerPoint and Gmail with advanced skills in technology application Skilled in the use of web advertising, mining websites, email blasts, social media, journal ads, direct mail, telemarketing, networking, referral programs, phone interviews, and search firms Willingness and ability to work a flexible schedule Ability to travel as needed, including overnight stays High level of professionalism and confidentiality required

Hurry up! We've got a dream to build! At BlueConic, we're reinventing how businesses grow by transforming customer data into real-time intelligence and action. As the creators of the industry's first Customer Growth Engine (CGE), we help brands move beyond traditional CDPs to a smarter, faster model for growth-powered by AI, built for privacy, and designed to create meaningful value across the customer lifecycle. Join us in shaping the future of customer engagement-where businesses don't just collect data, but turn it into their next competitive advantage. We're looking for a highly empathetic and proactive People & Talent Partner to be a trusted point of contact for our employees and leaders. In this dynamic role, you'll ensure a smooth and supportive employee experience from day one, manage key HR operations, and foster a vibrant company culture through engaging programs and continuous improvement. In this role you will: People Operations & Employee Experience Act as a trusted point of contact for employees and managers, providing timely support and clear guidance on policies, benefits, leave, and other People-related matters. Empower employees through a self-service model using AI-enabled support channels, intuitive documentation, and smart helpdesk workflows. Own and audit employee records in BambooHR and Lattice, ensuring clean, accurate, and up-to-date data across all systems. Partner with our team on goal-setting and performance cycle, ensuring all employees have annual goals, use 1:1 tools, and complete bi-annual reviews in Lattice. Liaise with benefit consultants and vendors to ensure compliance and serve as the primary contact for employees on benefits, policy, or leave-related inquiries. Partner with People team leaders to analyze engagement trends and recommend improvements using tools like AI-driven sentiment analysis and pulse surveys. Support ongoing learning and development operations, maintaining rosters, tracking completion, and collaborating on content deployment and scheduling through LMS tools. Research and implement internal programs that boost belonging and engagement-e.g., BlueCrew in the Community, cultural events, learning series, and company-wide initiatives. Organize and/or co-lead internal events (e.g., all-hands meetings, manager summits, virtual happy hours), applying tech for coordination and post-event feedback. Process Improvement & Automation Continuously improve People workflows using AI, automation tools, and smart templates to streamline onboarding, offboarding, and internal communications. Develop and maintain resources like guides, templates, checklists, and dashboards that help the team work smarter and scale efficiently. Recommend and pilot process optimizations using platforms like Zapier, Notion, ChatGPT, Gemini, and notebook LM to reduce manual work and enhance the employee experience. Talent Coordination & Early Recruiting Screen applications and help source candidates using channels like LinkedIn Recruiter, job boards, referrals, and AI sourcing assistants. Coordinate candidate interviews, gather interviewer feedback, and ensure a positive, responsive candidate experience throughout the process. Maintain accurate and organized records in the ATS, support recruiting reports, and help track key talent acquisition metrics. Contribute to DEI-focused recruiting efforts and employer brand activities including campaigns, recruiting events, and content development. Feedback & Culture Development Promote a culture of continuous improvement by seeking and sharing employee feedback regularly. Identify opportunities to scale programs equitably across all locations and teams, using data and insights to guide decisions. Support the evolution of our People strategy by contributing new ideas, tracking engagement KPIs, and helping design programs that meet evolving team needs. For this role you have the following: 4+ years of experience in HR, People Ops, and recruiting. You are eager to learn and excited to pass that knowledge on to the team. You have a bias towards action and are a champion for change and progress. Strong communication, organizational, and problem-solving skills. Comfort with tools like Google Workspace, Slack, HRIS (BambooHR), ATS (Greenhouse), and performance tools (Lattice). Interest or experience in HR automation, AI tools, and modern workplace technology. High attention to detail and ability to juggle multiple priorities with grace. A mindset of curiosity, service, and continuous improvement. Passion for creating equitable, inclusive, and people-first experiences. You'll be a great fit if: You exhibit genuine and sustained desire to improve every aspect of the employee experience. You are process oriented and tech-savvy. You don't shy away from challenges big and small. You are patient and considerate of the people around you. You like to plan and have a knack for understanding group dynamics. Reasons to join us: Help build the best company in marketing technology, period. Help shape BlueConic and this function as both expand and grow. Enjoy a flexible, AI native organization. Thrive in an inclusive, multi-cultural environment with a values-driven work culture that has been deliberately crafted from the beginning. About BlueConic: BlueConic is the leading Customer Growth Engine, helping brands unlock the full value of their customer data. By combining AI-powered intelligence with real-time activation, BlueConic enables businesses to drive growth, increase retention, and optimize revenue. More than 500 brands including ASICS, Forbes, Heineken, L'Oréal, Mattel, Michelin, Telia Company, and Unilever use BlueConic to create meaningful relationships and drive long-term business impact. If hired, applicants based in the US can expect an annual base salary and target bonus within the following ranges, depending on experience. BlueConic also offers a comprehensive benefits package to full-time employees including a selection of medical, dental, and vision insurance plans, 401(k) matching, 28 vacation days annually, paid parenting leave, and more. Annual base salary$100,000-$110,000 USDAnnual target bonus$5,000-$10,000 USD If hired, applicants based in the US can expect an annual base salary and commission target within the following ranges, depending on experience. BlueConic also offers a comprehensive benefits package to full-time employees including a selection of medical, dental, and vision insurance plans, 401(k) matching, 28 vacation days annually, paid parenting leave, and more. Annual base salary$100,000-$110,000 USDAnnual commission target$5,000-$10,000 USD

Group 1 Automotive, is an international Fortune 250 automotive retailer and a leading operator in the automotive retailing industry. Group 1 Automotive owns and operates automotive dealerships and collision centers across the United States and United Kingdom. We guide everything we do based around our core values of integrity, transparency, professionalism, teamwork and respect. We are a rapidly growing national organization with over 10,000 employees across the United States. Our culture is built on inclusion, fast-paced collaboration, and open communication. As we continue to expand, we are investing in a world-class talent acquisition function that connects outstanding people with meaningful opportunities across our company. We are seeking passionate, resourceful recruiters who thrive in fast-moving environments and are excited by the opportunity to support growth and transformation. Position Overview The Regional Talent Acquisition Partner will play a critical role in attracting top talent for both sales and operations functions within an assigned U.S. region. Reporting to the Talent Acquisition Manager, this individual will serve as a trusted talent advisor to regional operations leaders and hiring managers. This is a full-cycle recruitment role focused on relationship-building, headhunting for niche roles, coordinating with local partners such as trade schools, and creating an exceptional candidate experience that reflects our inclusive and high-growth culture. The ideal candidate is both strategic and hands-on-comfortable managing a high volume of requisitions while building long-term talent pipelines. You'll help shape the future of our workforce by sourcing, engaging, and guiding candidates through a thoughtful and effective recruitment process. Responsibilities Full-Cycle Recruitment * Manage full-cycle recruiting for regional sales, operations, and specialty positions, from intake to offer * Develop strong partnerships with regional leadership to understand workforce plans, skill gaps, and hiring priorities * Create tailored recruiting strategies to attract diverse and qualified talent for hard-to-fill and time-sensitive roles Talent Sourcing & Outreach * Actively source candidates through job boards, social platforms, referrals, and direct outreach using modern headhunting techniques * Build relationships with local technical schools, colleges, and workforce development organizations to create candidate pipelines * Attend job fairs, school visits, and local hiring events in coordination with site leadership Candidate & Hiring Manager Experience * Champion a candidate-centric process that reflects the company's brand, culture, and growth * Ensure seamless communication and coordination between recruiting, hiring managers, and onboarding teams * Guide hiring managers through best practices on interviewing, selection, and equitable hiring Collaboration & Reporting * Partner closely with other regional recruiters and the Talent Acquisition Manager to ensure alignment across teams * Participate in team meetings, strategy sessions, and KPI reviews to improve results and share market insights * Maintain up-to-date records in the applicant tracking system (Workday) and support the rollout of TA technology initiatives Qualifications * Bachelor's degree or equivalent experience in Human Resources, Business, or related field. * 3+ years of full-cycle recruiting experience, ideally in a fast-paced or high-volume environment. * Demonstrated ability to proactively source candidates using a variety of tools and platforms. * Experience recruiting for both hourly and salaried roles in operational and/or sales environments. * Outstanding interpersonal and communication skills with the ability to build trust quickly. * Strong organizational and time management skills; self-directed and accountable. * Experience using an applicant tracking system (Workday strongly preferred). * Willingness to travel up to 60%, mostly day trips, driving to locations in the region, to support local hiring events and school outreach. What We Offer * Compensation: $83,000.00 - $104,000.00/year, depending on experience * Inclusive, collaborative team culture with support from experienced TA leaders * Opportunity to grow your recruiting career in a high-growth, national organization * Competitive salary and performance-based incentives * Full benefits package including medical, dental, vision, 401(k), and career development support * All applicants must pass pre-employment testing to include: background checks, and drug testing in order to qualify for employment* Group 1 Automotive is an Equal Employment Opportunity employer and participates in E-Verify

Under general supervision, responsible for liaising with internal departments to determine recruitment needs. Determine selection criteria, hiring profiles, and job requirements for vacant positions. Source potential candidates through online company career portals, recruitment sites, job boards, and social platforms. 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.

State of Location: Pennsylvania At Ivy Rehab, we're "All About the People"! As a Talent Acquisition Business Partner, you will play a crucial role in our mission to help enable people to live their lives to the fullest. Join Ivy Rehab's dedicated team where you're not just an employee, but a valued teammate! Together, we provide world-class care in physical therapy, occupational therapy, speech therapy, and applied behavior analysis (ABA) services. Our culture promotes authenticity, inclusion, growth, community, and a passion for exceptional care for every patient. Job Description: The Talent Acquisition Business Partner will report to the Director of Talent Acquisition and be a part of a fast-paced, results-driven environment that fosters employee growth and career development. This position will be a six-month commitment and has the opportunity to work remotely. Your responsibilities will include: Develops and executes strategies to identify, source and attract high-quality clinical candidate Works in partnership with a variety of internal partners, hiring managers and external vendors to meet the talent needs of the organization Responsible for managing the full recruitment cycle and meeting defined metrics for quality, cost of hire, and time to fill. Provides best-in-class recruitment experience for your candidates and assigned business partners throughout the hiring process Promotes Ivy as the employer of choice Participates in special projects as required To excel in this role, you should possess: Proven proficiency in developing sourcing strategies utilizing multiple channels 5+ years of experience sourcing and creating pipeline of qualified candidates 5+ years of experience with full life cycle recruiting Knowledge of applicant tracking system (ATS): Posting open requisitions, tracking candidate activity and maintaining 100% compliance with required data fields Well-developed team skills, unquestioned integrity, and the experience, confidence and presence to effectively handle interpersonal relationships and sensitive HR issues Bachelor's degree in Human Resources or related field of study is desired 5+ years of experience in a recruitment role responsible for filling Physical Therapists, Occupational Therapists, Speech Therapists, or other licensed-required healthcare positions. Experience partnering with hiring managers, HR partners and cross-functional partners to review and align on job specification Previous experience managing direct reports. Previous experience using LinkedIn Recruiter tool and other sourcing tools, experience in a high growth, fast-paced environment (2 years) Why choose Ivy? Best Employer: A prestigious honor to be recognized by Modern Healthcare, signifying excellence in our industry and providing an outstanding workplace culture. Exceeding Expectations: Deliver best-in-class care and witness exceptional patient outcomes. Incentives Galore: Eligibility for full benefits package begins within your first month of employment. Generous PTO (Paid Time Off) plans, paid holidays, Empowering Values: Live by values that prioritize teamwork, growth, and serving others. #LI-ST1 #LI-Remote We are an equal opportunity employer, committed to diversity and inclusion in all aspects of the recruiting and employment process. Actual salaries depend on a variety of factors, including experience, specialty, education, and organizational need. Any listed salary range or contractual rate does not include bonuses/incentive, differential pay, or other forms of compensation or benefits. ivyrehab.com

Rivers 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.

A best-in-class city that attracts best-in-class talent, Philadelphia is an incredible place to build a career. From our thriving arts scene and rich history to our culture of passion and grit, there are countless reasons to love living and working here. With a workforce of over 30,000 people, and more than 1,000 different job categories, the City of Philadelphia offers boundless opportunities to make an impact. As an employer, the City of Philadelphia values inclusion, integrity, innovation, empowerment, and hard work above all else. We offer a vibrant work environment, comprehensive health care and benefits, and the experience you need to grow and excel. If you're interested in working with a passionate team of people who care about the future of Philadelphia, start here. What we offer Impact - The work you do here matters to millions. Growth - Philadelphia is growing, why not grow with it? Diversity & Inclusion - Find a career in a place where everyone belongs. Benefits - We care about your well-being. Agency Description The City College for Municipal Development & Workforce Programming (CCME &WP) unit sits within the Office of the Chief Administrative Officer (CAO). The City College for Municipal Employment (CCME) launched in October 2024 as an investment by the Parker Administration to create economic opportunity and open doors of access to residents seeking sustainable and fulfilling career pathways. The training and education CCME prepare Philadelphians to work and serve in a number of critical areas and industries with good paying jobs, health care and retirement benefits. CCME serves as a hub for the City's investments in workforce development across Philadelphia's economy and seeks to foster systemic solutions to City and external employers' human capital challenges and strengthen Philadelphia's workforce development ecosystem. Job Description Position Summary The CCME Youth Employment Pipeline Manager will support partnerships among a diverse set of stakeholders that connect school year and summer youth workforce opportunities, including youth workforce skill building, technical training, and credentials. In partnership with the Mayor's Office of Education (MOE), the Office of Children and Families (OCF), the School District of Philadelphia, various Charter Schools, and other partners, the Manager will collaborate with various offices to identify key priorities, shared best practices, support the development of strategy for implementation with the internal team and providers and collective measures for youth workforce programing. The Manager's primary role is to support City departments and other city-related agencies in the implementation of direct pipelines into City workforce employment and other quality jobs, work- based learning activities like summer and year-round internships with the City, and career awareness activities. The Manager will be responsible for supporting CCME, MOE and various City departments in the implementation of existing programming, development and implementation of new programming, ensuring best practices, and tracking deliverables. The Manager is a resource mobilizer, relationship-building expert, and is savvy at leading and leveraging people, process, and policy both internally and externally. Project management is an essential skill. The Manager will work in coordination with CCME and MOE leadership, to ensure youth workforce programming is equitable and accessible to all youth, working with SDP and Charter high schools, and career and technology schools. This position will report to the Director of Workforce Investments and work in close collaboration with various partners across CCME, CAO, MOE, OCF and other City departments. Essential Functions Working with CCME and MOE Leadership, supports program development and implementation with partners to increase the pipeline of high school graduates who become employed by the City of Philadelphia across a variety of career pathways. Programming includes scaling public service career awareness activities; leveraging CCME programs and existing City training programs for youth leading to City employment; expanding and creating new workforce pipelines into City departments and positions. Supports the re-introduction of the high school internship program with City Government as part of the City and Philadelphia Works Career Connected Learning Program (C2L-PHL). Coordinates the program quality, delivery, and implementation across City departments and ensures alignment with the City's overall youth workforce strategies and CCME priorities. Act as a liaison between City staff, and C2L system partners ensuring alignment with system deliverables and youth outcomes. Leverages key partnerships and establishes transformational relationships with major stakeholders to support scale across City departments. Works with various City offices to align programming to system-wide quality benchmarks of professional development and ensure compliance with any funding requirements. Create internal reports to identify and track program data, including program surveys, etc. Participate in youth workforce communities of practice and trainings to ensure City departments success in tracking enrollment, measuring program performance and students' skill development, and using data for continuous improvement. Support with the development and implementation of youth recruitment/referral and retention policies, especially about youth involved in the child welfare and/or juvenile justice system. Coordinate and support presentations to partners, including City staff, about youth workforce activities. Creates infrastructure to support City departments with developing high-quality youth skill attainment activities, tracking progress and reporting. Supports the departmental communications team in ensuring all stakeholders are informed and aware of the youth workforce activities and program operations. Identifies trends in operations to inform program and policy efforts. Serve as an “on-call” expert to CCME and MOE staff, to help City departments with all operational aspects of youth workforce programming, including youth application requirements and processes, program requirements, youth skill building best practices, and youth and employer measurement processes. Supports with the development of agreements and systems to accurately track the participation of all City departments in the CCME activities and system, ensuring roles and responsibilities are clear and all outcomes will be met. Provide support to CCME and MOE team to find solutions to any issues that arise with City departments or partners participating in City-led youth workforce activities. Work in coordination with the C2L-PHL capacity-building provider to identify youth workforce professional development needs for City departments. As needed, supports other CCME programs, priorities and partners to support effective implementation of CCME activities. All other duties as assigned. Minimal night and weekend work may be required. Required Competencies, Knowledge, Skills, and Abilities Knowledge of: Develops and considers multiple options and solutions, considering their impact on the organization's objectives. Enjoys balancing detail with vision and can engage diverse stakeholders in different settings on a common goal. Youth workforce development, career pathways, and work-based learning models. Public-sector operations, school district structures, and community-based youth systems. Best practices for youth skill-building, program quality, and career-connected learning. Data tracking, program evaluation, and outcome measurement. Principles of equity, inclusion, and access in youth programming. Skills in: Translate larger strategic priorities into action steps and leverage a team to make measurable progress against these larger goals efficiently and effectively. Coordinating multi-stakeholder partnerships across City departments, schools, and external organizations. Project management, including planning, execution, timeline management, and reporting. Communicating clearly and persuasively, both orally and in writing, with diverse audiences. Building and maintaining strong relationships with internal and external partners. Using data to monitor progress, identify trends, and support continuous improvement. Abilities to: Translate strategic youth workforce goals into actionable and scalable programming. Work effectively with youth-serving organizations, school partners, and City leaders. Exercise sound judgment, make timely decisions, and adapt to changing priorities. Promote equity and ensure programs are accessible to youth from diverse backgrounds. Work independently while managing multiple projects and maintaining attention to detail. Develops and considers multiple options and solutions, considering their impact on the organization's objectives. Qualifications Bachelors degree in education, public administration, public policy, human resources, workforce development, or a related field preferred. Three to five years of experience in youth workforce development, education, career-connected learning, human services, or related program coordination. We value diverse experiences and are open to flexible qualifications. If you are passionate about this role and meet some of the key criteria, we encourage you to apply. Additional Information TO APPLY: Interested candidates must submit a cover letter and resume. Salary Range: $70,000 - $80,000 Discover the Perks of Being a City of Philadelphia Employee: Transportation : City employees get unlimited FREE public transportation all year long through SEPTA's Key Advantage program. Employees can ride on SEPTA buses, subways, trolleys, and regional rail for their daily commute and more. Parental Benefits: The City offers its employees 8 weeks of paid parental leave. We offer Comprehensive health coverage for employees and their eligible dependents. Our wellness program offers eligibility into the discounted medical plan Employees receive paid vacation, sick leave, and holidays Generous retirement savings options are available Pay off your student loans faster - As a qualifying employer, City of Philadelphia employees are eligible to participate in the Public Service Loan Forgiveness program. Join the ranks of hundreds of employees who have already benefited from this program and achieved student loan forgiveness. Unlock Tuition Discounts and Scholarships - The City of Philadelphia has forged partnerships with over a dozen esteemed colleges and universities in the area, ensuring that our employees have access to a wide range of tuition discounts and scholarships. Experience savings of 10% to 40% on your educational expenses, extending not only to City employees but in some cases, spouse and dependents too! Join the City of Philadelphia team today and seize these incredible benefits designed to enhance your financial well-being and personal growth! *The successful candidate must be a city of Philadelphia resident within six months of hire Effective May 22, 2023, vaccinations are no longer required for new employees that work in non-medical, non-emergency or patient facing positions with the City of Philadelphia. As a result, only employees in positions providing services that are patient-facing medical care (ex: Nurses, doctors, emergency medical personnel), must be fully vaccinated. The City of Philadelphia is an Equal Opportunity employer and does not permit discrimination based on race, ethnicity, color, sex, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, source of income, familial status, genetic information or domestic or sexual violence victim status. If you believe you were discriminated against, call the Philadelphia Commission on Human Relations at ************ or send an email to [email protected] . For more information, go to: Human Relations Website: ******************************************************

Requirements Qualifications, Skills & Abilities: Bachelor's degree required; master's degree preferred. A minimum of five years management and supervisory experience of at least 12 direct or indirect reports, preferably in a sales role at a non-profit or member-based organization, or in commercial/retail sales. Proficient in MS Office, and virtual meeting platforms. CRM experience preferred. Strong written and verbal communication skills with attention to detail. Strong organizational and time management skills. Demonstrated ability to effectively identify, analyze, and solve problems. Demonstrated ability to adapt well to changing circumstances, direction and strategy. Possess and maintain a valid driver's license; access to reliable transportation required. Pass and maintain required background clearances. Demonstrated ability to effectively work with diverse individuals in a professional manner. Demonstrated ability to use sound judgment and critical thinking skill when decision making. Demonstrated ability to effectively use conflict resolution skills. Positive attitude and passion for playing a role in fulfilling the organization's mission. Teambuilding skills and ability to function as a positive and active team member. Work a flexible schedule, to include nights and weekends, as needed. Travel throughout the organization's 30-county footprint, as needed. Efficiently operate standard office equipment. Lift/carry up to 25 lbs. Sitting, standing, or walking for a moderate period of time is required. GSHPA does not discriminate on the basis of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, or other non-merit-based factors.

Job Description Goodwill of Southwestern Pennsylvania and North Central West Virginia is a nonprofit organization that funds job training, education, and other community programs by selling donated clothing and household items in Goodwill stores and online. We offer life-changing work on a mission-minded team. We are 1,000 working as one, and each of us is essential to helping our community thrive. For three years running, Goodwill has been named to Forbes' list of America's “Most Inspiring Companies”. We offer a wide range of career opportunities from entry-level to management in retail, human services, and administrative fields. Learn more about working at Goodwill. You can help. We can show you how. POSITION SUMMARY: The Retail Talent Development Partner (RTDP) plays a critical role in developing and delivering training programs that align with Goodwill's operational goals and career development initiatives. This hands-on role is responsible for coaching and guiding store leadership and team members, ensuring training is effectively applied in real-world retail environments. By working closely with the Director of Retail Talent Development and People Services, the RTDP ensures that all training initiatives support operational efficiency, employee development, and continuous process improvement. This role also provides direct support to store operations when necessary, ensuring business continuity and leadership coverage. Duties will also include but are not limited to: Assist in the development and implementation of training programs that address operational and leadership needs, in collaboration with the Director of Retail Talent Development and People Services. Provide real-time coaching to employees and leadership teams to reinforce learning and enhance skills. Actively engage in Academy Store to facilitate hands-on training, ensuring employees gain practical experience. In collaboration with the Director of Retail Talent Development, partner with Regional Directors and site leadership teams to identify operational challenges and implement targeted training solutions. Maintain a current and up-to-date understanding of and comply with all organization policies and procedures Travel: This position requires occasional travel, and the individual must be willing to travel as needed. QUALIFICATIONS: Candidates must have retail leadership experience (5+ years with an Associate's Degree or 3+ years with a Bachelor's Degree), along with hands-on training and development experience, employee coaching, and a strong understanding of retail operations such as staffing, customer service, and merchandising. They should also have experience collaborating with store leadership and regional directors to drive performance. Preferred Experience: Preferred experience includes multi-unit training, process improvement (Kaizen, Lean, or Six Sigma), LMS utilization, instructional design, and workforce development initiatives such as succession planning and career pathing. External Hiring Range: $21.87-$25.24/hour REQUIRED CLEARANCES, LICENSES, AND CERTIFICATIONS: Candidates are expected to provide current, valid clearances (Child Abuse Clearance, FBI, and PA PATCH)

Job Summary: Responsible for coordinating the administration of HACC's employee recruitment and onboarding processes and procedures. Under the direction of the Vice President, Human Resources and Organizational Development or designee, the director, HR recruitment provides strategies and best practices to promote inclusion and equity throughout HACC's recruitment and selection process. This position provides training and guidance to hiring managers and search committees that participate in the hiring of new faculty and staff. Additionally, this position oversees the onboarding process of new hires, to include completion of required background clearances. Minimum Qualifications: Bachelor's Degree and 5-7 years of progressive experience in talent acquisition, with at least 5 years in a leadership role. Or, a combination of experience and education sufficient to successfully perform the essential duties of the job Licensing Requirements: Valid driver's license. Hiring Range: $70,400 - $88,000 Preferred Qualifications: - At least 5 years of supervisory experience Job Specific Task List: Administers the college-wide applicant tracking and onboarding system; recommends effective use of system functionality; works with vendors to reconfigure systems to meet changing business needs; administers contracts associated with purchases, maintenance and upgrades for recruitment and onboarding software; provides training and technical assistance to hiring managers and other users of the systems; develops reports and performs analyses to ensure accountability, ongoing assessment and continuous quality improvement. - (Essential) Coordinates and develops staff and faculty recruitment and onboarding processes, including recruitment authorization, job posting, advertisement, interviews, search committee establishment; ensures compliance with local, state and federal employment and hiring regulations; administers I-9 verifier training; recommends and coordinates updates to HACC webpages related to employment, background clearances and onboarding. - (Essential) Identifies and develops sources of qualified candidates through research and networking endeavors that advertisement of open positions reaches a diverse and qualified target audience; evaluates the effectiveness of internal and external recruitment methods based on quality and number of candidates, cost of advertising, and other appropriate criteria. - (Essential) Provides training and guidance to hiring managers, search committees and hiring group participants to secure compliance with recruitment laws, policies and procedures with a focus on inclusion and diversity; serves as resources to internal candidates regarding the hiring process and interviewing skills. - (Essential) Responsible for administering background clearances for current employees and new hires; serves as point of contact with each agency to troubleshoot technical issues; purchases FBI, state police and child abuse clearances through each appropriate agency. - (Essential) Manages resource accounts related to recruitment, background clearances and onboarding; Manages contracts for advertising and recruitment services; coordinates the use of temporary employment agencies; evaluates the effectiveness of services and recommends continuance or suspension; responds to inquiries from internal customers, the general public, etc. submitted to resource accounts. - (Essential) Hires, onboards, trains, develops, motivates, supervises, evaluates, disciplines, and separates staff consistent with organizational and strategic goals. - (Essential) Serves as a resource to candidates and staff regarding compensation, benefits and other human resources information. - (Essential) Gathers census and other data and analyzes local, regional and national labor markets to recruit a diverse candidate pool. - (Essential) Assists in developing a recruitment budget and monitors costs and expenditures associated with recruitment activities; serves on or leads standing and ad hoc committees related to recruitment policies and processes. - (Essential) Assists HR recruiters with the scheduling of interviews, including locations, travel arrangements and campus guides. - (Essential) Performs other duties as assigned. - (Standard) Job Type: Full Time 12 Month If part time, hours per week: N/A About Us: ************ Our Purpose: Learning for all; learning for life. Our Core Values: A Circle of Caring Caring by Creating Our Future Together We work together to shape and build our preferred future. We encourage and celebrate creativity and innovation. We set high goals and strive to achieve them. We strive to provide exceptional service to all who help shape our future. Caring for Each Other We are gateways to student success and opportunity. We promote respect, collegiality, and equity-mindedness in all we say and do. We nurture awareness and cultural sensitivity to create a climate of trust. We are growth-minded, believing that each of us is capable of learning, developing and growing to support our mission. Caring by Doing What is Right We are honest and hold each other and ourselves to the highest ethical standards. We provide the most accurate information available in all communications. We are transparent about our decisions as individuals and teams. We embrace broad engagement in the shared governance process.

Apply now Title: Director, Talent Acquisition Hiring Range: $70,400 - $88,000 Job Summary: Responsible for coordinating the administration of HACC's employee recruitment and onboarding processes and procedures. Under the direction of the Vice President, Human Resources and Organizational Development or designee, the director, HR recruitment provides strategies and best practices to promote inclusion and equity throughout HACC's recruitment and selection process. This position provides training and guidance to hiring managers and search committees that participate in the hiring of new faculty and staff. Additionally, this position oversees the onboarding process of new hires, to include completion of required background clearances. Minimum Qualifications: Bachelor's Degree and 5-7 years of progressive experience in talent acquisition, with at least 5 years in a leadership role. Or, a combination of experience and education sufficient to successfully perform the essential duties of the job Licensing Requirements: Valid driver's license. Hiring Range: $70,400 - $88,000 Preferred Qualifications: * At least 5 years of supervisory experience Job Specific Task List: * Administers the college-wide applicant tracking and onboarding system; recommends effective use of system functionality; works with vendors to reconfigure systems to meet changing business needs; administers contracts associated with purchases, maintenance and upgrades for recruitment and onboarding software; provides training and technical assistance to hiring managers and other users of the systems; develops reports and performs analyses to ensure accountability, ongoing assessment and continuous quality improvement. - (Essential) * Coordinates and develops staff and faculty recruitment and onboarding processes, including recruitment authorization, job posting, advertisement, interviews, search committee establishment; ensures compliance with local, state and federal employment and hiring regulations; administers I-9 verifier training; recommends and coordinates updates to HACC webpages related to employment, background clearances and onboarding. - (Essential) * Identifies and develops sources of qualified candidates through research and networking endeavors that advertisement of open positions reaches a diverse and qualified target audience; evaluates the effectiveness of internal and external recruitment methods based on quality and number of candidates, cost of advertising, and other appropriate criteria. - (Essential) * Provides training and guidance to hiring managers, search committees and hiring group participants to secure compliance with recruitment laws, policies and procedures with a focus on inclusion and diversity; serves as resources to internal candidates regarding the hiring process and interviewing skills. - (Essential) * Responsible for administering background clearances for current employees and new hires; serves as point of contact with each agency to troubleshoot technical issues; purchases FBI, state police and child abuse clearances through each appropriate agency. - (Essential) * Manages resource accounts related to recruitment, background clearances and onboarding; Manages contracts for advertising and recruitment services; coordinates the use of temporary employment agencies; evaluates the effectiveness of services and recommends continuance or suspension; responds to inquiries from internal customers, the general public, etc. submitted to resource accounts. - (Essential) * Hires, onboards, trains, develops, motivates, supervises, evaluates, disciplines, and separates staff consistent with organizational and strategic goals. - (Essential) * Serves as a resource to candidates and staff regarding compensation, benefits and other human resources information. - (Essential) * Gathers census and other data and analyzes local, regional and national labor markets to recruit a diverse candidate pool. - (Essential) * Assists in developing a recruitment budget and monitors costs and expenditures associated with recruitment activities; serves on or leads standing and ad hoc committees related to recruitment policies and processes. - (Essential) * Assists HR recruiters with the scheduling of interviews, including locations, travel arrangements and campus guides. - (Essential) * Performs other duties as assigned. - (Standard) Job Type: Full Time 12 Month If part time, hours per week: N/A About Us: ************ Our Purpose: Learning for all; learning for life. Our Core Values: A Circle of Caring Caring by Creating Our Future Together * We work together to shape and build our preferred future. * We encourage and celebrate creativity and innovation. * We set high goals and strive to achieve them. * We strive to provide exceptional service to all who help shape our future. Caring for Each Other * We are gateways to student success and opportunity. * We promote respect, collegiality, and equity-mindedness in all we say and do. * We nurture awareness and cultural sensitivity to create a climate of trust. * We are growth-minded, believing that each of us is capable of learning, developing and growing to support our mission. Caring by Doing What is Right * We are honest and hold each other and ourselves to the highest ethical standards. * We provide the most accurate information available in all communications. * We are transparent about our decisions as individuals and teams. * We embrace broad engagement in the shared governance process.