<ol> <li>Recruitment. Lead the full recruitment cycle and support the selection of top talent. </li></ol> <ul> <li>Quarterly Staffing Process: </li></ul> <p>o Partner with HRBPs and Managers on staffing needs.</p> <p>o Request quarterly staffing changes from Regionals and Business Unit leaders.</p> <p>o Create and clean-up opportunities and prepare reports.</p> <p>o Lead the budgetary meeting with Corporate Accounting by providing relevant staffing updates.</p> <p>o Provide quarterly recruiting-related accruals (ex: agency invoices).</p> <ul> <li>Candidate Selection - </li></ul> <p>o Utilize UKG, LinkedIn, college/university career fairs + platforms (ex: Handshake), professional associations, and trade groups for applicant sourcing.</p> <p>o Create new and backfill opportunities in Recruiting Gateway and monitor workflow approvals.</p> <p>o Review + screen resumes, initiate contact with candidates and maintain status on next steps, and coordinate interviews.</p> <p>o Develop strong relationships with Hiring Managers by leveraging input from HRBPs on managerial recruiting style and actively communicating via email and weekly/bi-weekly update meetings.</p> <p>o Conduct phone screenings as requested by Hiring Managers or HRBPs.</p> <p>o Maintain relationships with agency partners by establishing regular communication for active opportunities.</p> <p>o Lead annual Internship class recruiting, welcome orientation + gifts, and learning series.</p> <ul> <li>Onboarding </li></ul> <p>o Prepare new hire talking points for verbal offers.</p> <p>o Create + send official offer letters + packages to candidates, including initiation of background check and drug screen.</p> <p>o Monitor status of pre-employment requirements and maintain contact with the candidate through the first day of employment.</p> <p>o Prior to start date, complete internal notifications, calendar invites, schedule orientations with IT/Payroll/HR, and send welcome email with first day instructions.</p> <p>o Work with Hiring Managers to ensure all tools and resources are made available to new hires.</p> <p>o Greet new hires on first day for orientation.</p> <ul> <li>Offboarding - </li></ul> <p>o Create + send termination letters. Collect resignation letters, if applicable.</p> <p>o Schedule Exit Interviews with HRBPs.</p> <p>o Develop key exit metrics and evaluate termination trends.</p> <ol start="2"> <li>Workforce Documentation + Compliance </li></ol> <p>Partner with HR Business Partners to document the employee lifecycle including but not limited to new hires, status changes, compensation actions and terminations.</p> <ul> <li>Create, distribute, and track Employee Action Forms and letters to reflect employee lifecycle events. </li><li>Enter lifecycle events in UKG and prepare documentation for the bi-weekly Green Folder (Payroll) materials. </li><li>Partner with HR Works on annual reporting requirements + related action items/plan for Affirmative Action Plan (AAP), Equal Employment Opportunity (EEO), and Veterans-4212. </li><li>Ensure compliance of recruiting practices and applicable regulations (ex: pay ranges on job postings). </li><li>Administer the monthly random drug screens. </li><li>Create and distribute workforce metrics monthly dashboard. </li></ul> <p>Pay Range: $65,000 - $80,000</p> <p>CDP proudly offers to all employees working a minimum of 30 hours per week market-leading health benefits including medical, dental, vision and prescription, etc.</p>