Manager, Talent

The ACAA’s Manager, Talent will report to the Director, Talent & Development and assumes responsibility for full life-cycle recruiting: job posting, recruitment, screening, interview scheduling and facilitation, selection, and offer extension. This is a highly visible and business-critical role that will manage the full cycle recruitment for all positions across all departments while also helping support centralized talent acquisition initiatives and talent projects.

Here is how the Manager, Talent will help:

• Manage the full-cycle recruitment and selection process for all Authority positions including, but not limited to:
  • Partner with hiring managers and Manager, Human Resources to ensure job requirements and expectations are clearly defined.
  • Coordinate and facilitate panel interviews with hiring managers.
  • Partner with applicable department Administrative Coordinators to schedule interviews for hiring managers.
  • Extend contingent verbal job offers and prepare and send written job offers.
  • Facilitate the background check, drug screen, and fingerprinting processes.
  • Follow up with the respective hiring managers and candidates to ensure timeliness of recruitment process.
• Maintain ADP E-Recruitment data in the HRMS to ensure accurate and timely records.
• In partnership with the Director, Talent & Development, support creative and innovative sourcing strategies and techniques to build a pipeline of qualified diverse candidates.
• Network through industry contacts, associate memberships, and trade groups in support of passive candidate recruitment efforts.
• Partner with hiring managers by providing guidance, expertise, and talent advising to hire the best talent for the team.
• Identify, source, screen, and close candidates while ensuring a quality and positive candidate experience.
• Maintain knowledge of ACAA policies, employment law, and recruiting regulations, especially as they relate to sourcing and the employment brand.
• Increase company’s image and presence on LinkedIn, other internet recruiting sites and social media to better market and attract talent.
• Develop and maintain professional relationships with college, university, and community college Career Services as a source to generate qualified applicants.
• Schedule and attend job/career fairs with applicable departmental staff.
• Lead diversity outreach initiatives to support the ACAA mission, vision, goals, and strategic priorities.
• Leverage, analyze, and develop recruiting reports to share with the Human Resources team and internal customers.
• Oversee the utilization of the New Team Member Onboarding Checklist to ensure onboarding consistency throughout the ACAA.
• Conduct new employee orientations to ensure employees gain an understanding of human resources policies and procedures.
• Perform other related tasks as assigned or required.

The successful candidate for the role of Manager, Talent will demonstrate the following key competencies needed in our culture:

• Effective Communication - Able to clearly articulate goals and objectives to the team; Listens for understanding first with peers, superiors and subordinates; Listens for understanding first with peers, superiors and subordinates
• Strategic Thinking - Able to problem-solve for short-term (quarterly) challenges to accomplish key goals; Able to develop plans to achieve efficient, on-time results
• Team Leadership - Lead and anticipate the pace and process of change effectively; Drive talent development as a team and individually; Takes accountability for team results; Recognizes and rewards excellence on the team
• Customer Centricity - Motivates team to identify new ways to improve customer experience; Identifies systemic improvements that could positively impact customers

Qualifications

Requirements to apply for the role of Manager, Talent are:

• Bachelor’s degree from an accredited college university in Human Resources Management or related field.
• 3-5 Years Related Experience.
• Proficient in Microsoft Office Software including Word, Excel, PowerPoint and Access.

We also expect that candidates will demonstrate the following knowledge, skills, and abilities in most cases:

• Extensive knowledge on talent attraction and retention strategies.
• Extensive knowledge of Human Resources Management, specifically trends.
• Affiliation with Human Resource organizations for up-to-date information.
• Experience with social/professional media, talent sourcing.
• Ability to travel 25%.

Don’t meet every requirement?

Studies have shown that women and people of color are less likely to apply to jobs if they don’t meet every single qualification. As a Smarter Airport, we recognize that talent is not always related job history and skills come from valuable experiences that aren’t always shown on a resume. If you are excited to make a positive change for our region, but your experience doesn’t align perfectly, we encourage you to apply. You may be the right candidate for our organization, whether it be this role or another.

Caring For Our Crew

At ACAA, we’ve got you covered. That applies to how we equip, empower, and enable our people to do their jobs. It also applies to our benefits, which are broader and more valuable than what many other employers offer:

• We offer two plan options for healthcare coverage from high-quality insurance carriers, as well as an ACAA-funded Health Reimbursement Account (HRA) that will help offset the cost of many medical expenses.

• ACAA employees pay almost $1,200 less per year in healthcare payroll contributions than the average employee in other companies, according to market surveys.
• When HRA funding is included, the health-plan deductibles paid by ACAA employees are about $1,200 lower on average than the costs paid by employees of other companies.
• ACAA does not require that employees meet a separate deductible for pharmacy expenses before prescription-drug coverage kicks in.

• ACAA’s dental plans (included with healthcare coverage) offer an option covering children’s orthodontia.

• Employees also can take advantage of a Flexible Spending Account (FSA) to help pay for health care and dependent care expenses on a pre-tax basis.

• All eligible full-time ACAA employees participate in the Allegheny County Employees Pension Plan, a defined-benefit plan that vests after 10 years of service.

• Employees also may participate in a Deferred Compensation Plan, which allows them to contribute part of their pay on a pre-tax basis into long-term retirement investments.

• A robust Employee Assistance Program (including access to free counselling sessions, financial guidance, and care coordination), life insurance options, a wellness program, and eligibility for the Public Service Loan Forgiveness program round out ACAA’s exemplary benefits.

About Allegheny County Airport Authority

Allegheny County Airport Authority, which manages Pittsburgh International Airport (PIT) and Allegheny County Airport (AGC), is committed to transforming Pittsburgh’s airports to reflect and serve the community, inspire the industry, and advance the region’s role as a world leader.

Pittsburgh International Airport serves nearly 10 million passengers annually on 17 carriers and was named by Fast Company magazine as One of the Most Innovative Companies in the World as well as a finalist in its World Changing Ideas awards, both in 2020. PIT’s first-of-its-kind microgrid – which completely powers the airport campus through natural gas and solar energy – has won numerous awards for resiliency and sustainability.

PIT is in the midst of an ambitious terminal modernization that will make the passenger experience more efficient and deliver real opportunity for the region. The $1.4 billion new terminal program will construct a smarter, greener airport, inspired by the best of our region. The updated terminal lands in 2025 and will be the first airport terminal in the U.S. to be built from the ground-up post-pandemic, designed and constructed with the highest public health standards in mind.

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