The Talent Acquisition team at New Story Management is a high-performing function dedicated to supporting the diverse schools operating under the New Story umbrella. Our team plays a crucial role in staffing 15 distinct branded schools across seven states and over 75 locations, with continued growth on the horizon. Our mission is to become the leading alternative education organization in the country.
The Talent Acquisition Manager is a player/coach (individual and leadership responsibilities) responsible for managing and facilitating the recruitment process for school positions. Hiring great people is critical to the continued success of New Story; it’s the most important thing we do. Talent Acquisition Partners and Supervisors will be engaged at the frontline of this effort—finding new ways to identify and attract top candidates, driving efficiencies and best practices within our hiring processes, assisting in closing critical hires, and continuously improving to support the needs of our mission.
This position includes supervisory responsibilities, overseeing a team of up to seven Talent Acquisition Partners. The role reports administratively to the Vice President of Talent Acquisition.
PRIMARY JOB RESPONSIBILITIES
- Efficient Team Management: Builds, maintains, and manages an efficient and effective Talent Acquisition team.
- Goal Setting and Prioritization: Establishes goals and priorities for the team and directs the day-to-day activities of team members.
- Quality Assurance: Ensures the quality of the work performed and accuracy of output produced by the team.
- Subject Matter Expertise: Serves as a subject matter expert for special projects and as an escalation point for resolving complex issues and solving problems.
- Performance Reporting: Prepares activity and progress reports to measure the talent acquisition team’s performance.
- Overflow Support: Provides overflow support for the team when hiring demands increase.
- Strategic Partnership: Partner with hiring leaders to develop hiring strategies and plans and own the execution of these plans.
- Talent Pipelining: Proactively build pipelines of talent based on hiring forecasts to ensure a pool of qualified candidates is readily available for immediate needs and future roles.
- Talent Delivery Accountability: Fully accountable for providing the talent that schools, departments, and hiring leaders need to fulfill their commitments to company programs and initiatives.
- Proactive Sourcing: Identify and attract passive and active candidates through various channels, including social media, sourcing tools, industry events, and both online and in-person networking.
- Employer Branding: Promote New Story (and its portfolio of brands) as an employer of choice by leveraging our unique value propositions and creating engaging content for our career pages and social media platforms.
- Social Media Engagement: Be present and active on social media platforms in creative and innovative ways to communicate job opportunities, connect with potential candidates, and share insights about New Story’s culture.
- Screening: Conduct thorough interviews to evaluate candidates’ qualifications, technical skills, and cultural fit with the organization.
- Candidate Experience: Ensure a positive and seamless candidate experience throughout the recruitment process.
- Relationship Building: Engage with hiring leaders to influence and shape their behavior to help them achieve their goals.
- Data-Driven Decisions: Make data-informed decisions that provide customer-centric solutions to existing and future problems by developing and analyzing metrics, dashboards, and reports that are available in the ATS and other systems.
- Recruitment Excellence: Oversee the entire recruitment lifecycle, from sourcing top talent to finalizing offers with finesse and precision.
- Forge Strong Connections: Cultivate and maintain collaborative relationships with various departments, ensuring seamless cross-functional communication.
- Innovate: Design and implement imaginative strategies to captivate and engage outstanding candidates.
KNOWLEDGE, SKILLS & ABILITIES
- Must have strong organizational, interpersonal, and communication skills.
- Must have exceptional attention to detail.
- Knowledge of best practice HR policy and employment laws.
- Proficiency in using HRIS and MS Office.
QUALIFICATIONS
- A minimum of five years of talent acquisition experience, specifically within the education or related healthcare field.
- Experience with building trusted advisor relationships to inform and influence business decisions among a diverse group of clients and colleagues.
- Results driven, self-motivated, and sense of urgency to achieve results.
- Ability to translate trends and metrics into tangible staffing plans and outcomes or use data and analytics to inform decision making processes and action planning in a client-facing environment.
- Possess the ability to be a skilled communicator with stakeholders at all levels of the organization.
- Excellent time management, project management communication skills
- Fluency in social media and digital outreach from a professional perspective.
- Ability to adapt to new tools and technologies.
