As MUFG embarks on the exciting journey of transformation, coinciding with exponential growth and a ramp-up in our employee population in the greater Phoenix area, we are searching for a Senior Recruiter to join our Talent Acquisition & Staffing (TAS) team. Reporting to a Recruitment Manager, the Senior Recruiter is responsible for the full life cycle recruitment of professional and managerial positions, high volume positions, and/or technical positions. The Senior Recruiter will develop diverse candidate pools and pipelines for each position they are working on, and successfully manage and develop relationships with hiring managers and candidates.
Demonstrate subject matter expertise within a line of business and or functional area.
Develop and maintain client relationships with senior leadership, as well as hiring managers and candidates.
Work with hiring managers to develop search strategies, and overall staffing needs for the organization. Educate hiring managers on the recruitment process; timeline, roles and responsibilities, as well as, promoting candidate diversity.
Consult with hiring managers on recruitment trends, target companies, innovative sourcing techniques such as CMS, industry events, networking, job boards, cold calling, external research, etc.
Proactively identify and recruit passive candidates, and continually build a pipeline of candidates.
Review all applicant resumes and sources for fit with position description and requirements; ensure a diverse candidate pool is presented.
Effectively phone screen or interview all relevant applicants, and make recommendations to hiring managers for interview selection.
Position and effectively articulate the Bank's value proposition.
Oversee/schedule candidate interviews with hiring managers and interview teams.
Gather interview feedback from candidates and interview team. Determine with hiring managers next steps in the process.
Partner with Recruitment Manager and Compensation to discuss offer parameters; extend and negotiate all offers.
Manage the closing of the position all the way through the on-boarding of successful candidates.
Ensure that the applicant tracking system (Taleo) and the Contact Management System (CMS) are consistently and effectively used to provide accurate recruitment metrics and compliance.
Review monthly/quarterly recruitment metrics with Recruitment Manager to ensure target time to fill, aging and other TAS metrics are on track.
Attend career fairs and other networking events as a representative of the Bank and TAS.
Project management for TAS special projects; take on leadership role for assigned TAS projects.
Typically requires a Bachelor's degree, and 6+ years of recruiting/sourcing experience.
He/she must be a team player who values accountability, integrity, quality, and has a strong sense of urgency.
Proven track record of success within a recruitment organization.
Must have creative sourcing, cold calling, and networking techniques.
Strong business acumen.
Ability to manage competing demands, prioritize and successfully meet client needs.
Flexible nature and ability to meet changing demands in a dynamic work environment.
Proven strength in the management and development of relationships with candidates and hiring managers.
Experience mentoring and guiding junior team members.
Superior communication skills both written and verbal, with strong attention to detail.
Proficiency with applicant tracking databases, as well as, Microsoft Office Products.
Financial Services/Banking experience is a plus.
IT recruiting experience is a plus.
The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities duties and skills required of personnel so classified.
We are proud to be an Equal Opportunity / Affirmative Action Employer and committed to leveraging the diverse backgrounds, perspectives, and experience of our workforce to create opportunities for our colleagues and our business. We do not discriminate in employment decisions on the basis of any protected category.
A conviction is not an absolute bar to employment. Factors such as the age of the offense, evidence of rehabilitation, seriousness of violation, and job relatedness are considered in all employment decisions. Additionally, it's the bank's policy to only inquire into a candidate's criminal history after an offer has been made. Federal law prohibits banks from employing individuals who have been convicted of, or received a pretrial diversion for, certain offenses.