New York Seasonal Jobs

Description

Essential Functions:

Leadership - Develop a culture of high performance and employee engagement by inspiring, developing, and motivating internal talent. Facilitate good discussions with employees in order to understand their professional goals and aspirations. Create an environment of open communication that fosters upward feedback and suggestions. Make well informed decisions, demonstrate initiative, exhibit autonomy and execute on organization initiatives. (Measure by Employee Engagement and Retention).

Talent Acquisition - Collaborates with HR Business Partner/Director and hiring managers to possess a solid understanding of business needs and priorities and understands job roles to align Talent Acquisition team to successfully deliver on recruitment objectives. Working directly with the Talent Acquisition team, responsible for cold calling, networking, sourcing, relationship building and full life cycle. Lead recruiter for all leadership and identified key positions within the organization. Partner with colleges, universities and other organizations to network/develop a pipeline of talent for Curbell’s entry level positions. Manage and coordinate annual summer internship program and talent acquisition related to the Plastics PSP program. Inspires team creativity in uncovering new and innovative recruitment methods or channels, sourcing techniques and effective messaging and branding to yield talent pools.

Employee Development - Collaborates with HR Business Partners to assist in processing and tracking all formal development programs – Career Progression Plans and Leadership Accelerator Plans - with the goal of retention and strengthening our companywide talent pool. Identifies process and documentation improvements and implements identified improvements as directed by the Director of HR.

Training - Create and facilitate leadership development training across all companies partnering with the Director of HR and other organizational training leaders. Host annual Leadership in Action Level 1 training (Management Fundamental) and additional levels as determined by business need. Responsible for Common Review and Annual Compliance Training on the Prevention of Harassment and Discrimination. Work collaboratively with the Training & Development teams to facilitate additional companywide training as needed.

HRIS & Compliance - Primary lead and manager of the Talent Acquisition Module in UKG. Ensure all templates are accurate and up to date with current policies and practices. Monitor and evaluate available system enhancements. Partner with Talent Acquisition team for all Affirmative Action compliance including education, outreach, recordkeeping, annual plan execution, and development of goals and objectives for the upcoming year. Manage talent acquisition and hiring compliance to ensure compliance with all federal and local/state laws and regulations (ex. interviewing questions, background and drug testing).

Performs other duties as assigned.

Core Competencies:

• Leadership

• Multi-Tasking

• Communications Skills

• Planning /Organizing/Project Management

• Strategic Visioning

  Education:

A Bachelor’s Degree in Business Administration with a concentration in human resources required. MBA a plus. SPHR or PHR a plus.

Experience:

Minimum of Five years of progressive experience in talent acquisition, employee development, employee training, and HRIS platforms required.

Qualifications

Education

Required

• Bachelors or better in Business Administration

Experience

Required

• 5 years: Minimum of Five years of progressive experience in talent acquisition, employee development, employee training, and HRIS platforms required.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)