The Talent Acquisition Consultant serves as a strategic partner within the Human Resources department, focusing on guiding and supporting all aspects of the recruitment life cycle. This role is responsible for tailor recruiting and skilling strategies that challenge high turnover, skills shortages, workforce productivity, and varied learning needs.
Collaborate closely with hiring managers to understand their workforce planning needs, identify position requirements, and align recruitment strategies with departmental and institutional goals. Assist in requisition development, sourcing strategy design, candidate pipeline management, and interview process coordination to ensure an efficient, equitable, and compliant hiring experience.
Through consultation, best-practice guidance, and hands-on operational support, Talent Acquisition helps departments attract, evaluate, and hire high-quality candidates while promoting a consistent and positive experience for applicants and hiring teams across the university
Statement of Duties and Responsibilities:
Consultation – 40%
Lead strategic hiring manager meetings by translating departmental goals into hiring plans, operational objectives, addressing recruitment challenges.
Advise hiring managers on workforce planning to include internal mobility, and succession pipelines.
Develop recruitment strategies by conducting strong intake and strategy meetings to align with competencies, hiring timelines, and market realities.
Develop and share talent acquisition reports – analyze internal and external workforce data to provide insights for strategic hiring decisions. Understanding current talent, identifying future skills needs.
Optimize recruitment, development and retention strategies by utilizing dashboards to support leadership decisions.
Provide expert guidance on job design, leveling, compensation trends, and competitive insights.
Manage end-to-end recruitment for assigned roles, ensuring an efficient, equitable, and high-quality selection process.
Manage expectations through regular updates, data-driven insights, and clear communication on recruiting progress.
Provide advice to hiring managers on behavioral and competency based interviewing strategies that align to job requirements.
Provide guidance with capacity-building sessions in developing trust and credibility for hiring managers.
Collaborate with HR leadership to identify departmental needs and recommend strategies for organizational development and workforce planning.
Candidate Sourcing 20%
Build and maintain multi-channel recruitment strategies - networking, digital outreach, such as (LinkedIn, job boards, referrals, social media, niche sites)
Track, analyze, and present recruiting data such as time-to-fill, source effectiveness, and candidate experience metrics.
Conduct market research, talent mapping, and competitive analysis to identify high-value candidate pools.
Maintain a strong presence on professional networking platforms to boost visibility and engagement.
Candidate Experience 20%
Serve as an advocate for employee value proposition by incorporating a unique candidate/employee experience, ensuring timely communication, transparency, and empathy throughout every stage of the hiring lifecycle.
Design and execute personalized candidate journeys for high-impact roles, including pre-interview preparation and post-interview engagement.
Monitor candidate feedback (ex: net promoter surveys, satisfaction surveys) and implement improvements to reduce friction and promote a positive hiring experience.
Implement service level agreements-based communications (acknowledgement, status updates, feedback timelines) for hiring officials (may also include candidates).
Partner with Marketing/Comms for JD optimization and inclusive job ads (plain language, salary transparency where possible).
Provide advice and guidance to hiring managers on a positive and consistent candidate engagement best practice experience.
Collaborate with hiring managers, candidates, employees in managing expectations while upholding employer brand standards.
Coach hiring managers on defining success profiles and conducting objective interviews.
Process Improvement – 15%
Assist in developing competency frameworks per positions.
Trains hiring managers on structured interviewing practices by incorporating consistency
Assist in the development and facilitation of training programs in performance management, employee recognition, and supervisory skills in conflict resolution.
Identify friction points using data and stakeholder feedback; redesign processes to improve efficiency, consistency, and fairness.
Evaluate and streamline high-volume, specialized, or hard-to-fill pipelines with custom workflows
Develop dashboards for TA metrics including time-to-fill, time-in-stage, funnel conversion rates, drop-off reasons, process SLA adherence, and quality-of-hire indicators
Compliance– 5%
Provide guidance to hiring managers on employment laws, EEO guidelines, and recruitment compliance.
Assist in ensuring consistent hiring practices across departments.
Maintain documentation and compliant hiring records
Complies with all State and University policies.
Other duties may be assigned.
Supervisory Responsibilities: Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws.
