POSITION SUMMARY
The Recruiting Coordinator is a Band 5 Highly Specialized role in the Human Resource Development Resource Center who maintains a clear & repeatable Recruiting/Retention Strategy to attract, develop & retain a quality workforce. Ensures compliance with legal and corporate guidelines. Establishes trusting relationships with team members and monitors the corporate culture to identify areas of opportunity. Establish a presence in the communities we serve by developing effective relationships with recruiting resources and networking leads. Represent the credit union on community organizations and boards to establish partnerships with circles of influence and to align our community involvement with team member and membership needs. Displays professional integrity while serving as an advocate for team members and a resource for managers on development issues and bench strength.
Uses intuitive listening to assist managers and team members with inquires and problem resolution. Uses technology to its fullest extent and leverages technical support when needed to provide smooth administration of recruiting/retention/internship programs, capture a trend, and enhance performance or solution a problem. Monitors and ensures compliance with the appropriate legal requirements in handling EEO and FLSA laws. Cross-trains and remains knowledgeable regarding FMLA, workman’s compensations, payroll, benefits and other HR-related functions. Ability to analyze the impact a potential process will have on the credit union, evaluate potential obstacles and outcomes, and determine feasibility by upholding & promoting fair and equitable opportunities for advancement. Provides cross-functional support to credit union initiatives that require training and development involvement and serves as a resource for special requests.
Develops human resources solutions by collecting and analyzing information; recommending courses of action. Initiates employment advertising campaigns, recruitment pieces and events. Perform background checks on potential hires, including but not limited to analyzing BMV reports, credit checks and criminal background checks. Set interviews and maintains appropriate Human Resources records in compliance with laws and regulations. Assimilates information and summarizes findings, explains trends, and recommends changes to increase productivity by maintaining a positive rapport with candidates, managers and team members.
Partners with AVP Compensation & Benefits to receive compensation information to ensure employment offers are in-line with the Compensation Strategy. Adheres to all federal, state and credit union regulations and policies.
PERFORMANCE STANDARDS
Execution: What does this position do?
Combines human talent with business needs in a way that makes sense for the membership by blending human resources, recruiting, retention and development using sound judgment and business practices. Evaluates the impact of decisions to effectively meet business needs and ensure team members have the expertise and resources needed to support the membership. Respond positively to scope changes and curveballs for the good of the organization’s future state & member benefit. This position needs to reflect the business model through identifying friction points and making changes that positively influence the team member and member experience environment. Consistently supports the credit union culture and considers what is best for the team membership as a whole at all times when making recommendations and decisions.
Collaboration: Who does this position work with to get the job done?
Routinely collaborates with all resource centers to ensure that communication is consistent and that membership needs are met in a timely and efficient manner. This position is specifically responsible for leveraging the resource center’s people, technology and tools to ensure the functional work is supporting the organizational needs that ultimately serve the membership. Provides flexible and responsive support to the entire workforce in order to produce results year after year.
Productivity: What does the work from this position produce or generate?
Provides the internal team with the same trio of sales/service/support we all provide to the membership on a daily basis. Administers Human Resource practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, and the recruitment and ongoing development of a superior workforce. This position needs to create a team member experience that mirrors our member experience in an operational environment. Provides insight into deepening engagement as well as growth and retention opportunities through research, compilation and reporting for successful strategic and tactical actions. This position also creates and presents reports to/for management, and champions consultation with team members to ensure understanding/resolution.
Business Need & Value: What is the impact of this position?
The focus, activities, and results should reinforce the business needs of 3Rivers by recommending the most efficient and effective processes which will contribute to the recruitment of team members to meet the ongoing needs of our membership. Maintains awareness of current and emerging technologies that have the potential to improve individual and organizational effectiveness. This position connects the people with the technical resources that connect 3Rivers with our membership. On-going monitoring and analysis helps the team make decisions that generates greater business value to the members we serve.
Flexibility: How adaptable & flexible does this position need to be for 3Rivers?
Adapts quickly to ever-changing team member needs in a constantly-changing and sometimes stressful environment. Is seen as a trusted resource that can provide solutions, suggestions, and compliance advice for 3Rivers’ workforce. Incorporates productive & effective decisions to leverage resources appropriately and achieve performance standards. Must demonstrate ability to anticipate resolution to unexpected circumstances and ensure uninterrupted production through team members. Accepts & adapts to changes quickly, including new technology, processes & models. Effectively sorts and allocates time and focus to the most important priority in that moment. Must maintain multiple projects simultaneously.
MISSION CRITICAL FACTORS
Every position at 3Rivers has a variety of factors assigned to the role to identify the mindset and skills necessary to achieve performance levels that are required for our continued success. Financial Wellness is part of everything we do so knowing the now, giving hope, painting the picture and determining what is next are expectations for all of Team3.
Use Your Head
Manages Complexity: Making sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
- Asks the right questions to accurately analyze situations.
- Acquires data from multiple and diverse sources when solving problems.
- Uncovers root causes to difficult problems.
- Evaluates pros and cons, risks and benefits of different solution options.
Balances Stakeholders: Anticipating and balancing the needs of multiple stakeholders.
- Understands internal and external stakeholder requirements, expectations and needs.
- Balances the interests of multiple stakeholders.
- Considers cultural and ethical factors in the decision-making process.
- Acts fairly despite conflicting demands of stakeholders.
Results
Action Oriented: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
- Readily takes action on challenges, without unnecessary planning.
- Identifies and seizes new opportunities.
- Displays a can-do attitude in good and bad times.
- Steps up to handle tough issues.
Resourcefulness: Marshals resources (people, funding, material, support) to get things done.
- Orchestrates multiple activities simultaneously to accomplish a goal.
- Gets the most out of limited resources.
- Applies knowledge of internal structures, processes, and culture to resourcing efforts.
People
Attracts Top Talent: Attracting and selecting the best talent to meet current and future business needs.
- Attracts and selects diverse and high caliber talent.
- Find the right talent to meet the group’s needs.
- Closes talent gaps with the right balance of internal and external candidates.
- Is a good judge of talent.
Values Differences: Recognizing the value that different perspectives and cultures bring to an organization.
- Seeks to understand different perspectives and cultures.
- Contributes to a work climate where differences are valued and supported.
- Applies others’ diverse experiences, styles, backgrounds, and perspectives to get results.
- Is sensitive to cultural norms, expectations, and ways of communicating.
Own Your Own Development
Nimble Learning: Actively learning through experimentation when tackling new problems, using both successes and failures as learning fodder.
- Learns quickly when facing new situations.
- Experiments to find new solutions.
- Takes on the challenge of unfamiliar tasks.
- Extracts lessons learned from failures and mistakes.
Situational Adaptability: Adapting approach and demeanor in real time to match the shifting demands of different situations.
- Picks up on situational cues and adjusts in the moment.
- Readily adapts personal, interpersonal, and leadership behavior.
- Understands that different situations may call for different approaches.
- Can act differently depending on the circumstances.
CORE VALUES
Commitment- Be all in.
Consistency- Be all in EVERY DAY.
Innovation- Think (UYH) and ASK WHY.
Integrity- Do the RIGHT thing, not the easy or quick thing.
Quality - Do an OUTSTANDING job, don’t run out of GAS.
Trust- Hold trust and be trustworthy.
Value- Make members lives better, easier, safer; help them fulfill dreams; help them do what they don’t know how to or think isn’t possible even if it’s not here (see integrity above); make them wiser; help them build wealth (beyond saving $$)
ACTIVITY & KNOWLEDGE REQUIREMENTS
Work Environment
- Normal accessibility of branch and corporate work sites required for the position.
- Normal exposure to cramped spaces, loud noises, dust, and work safety hazards.
- Normal amount of extended work hours required.
Physical Effort
- Normal physical mobility, which includes movement from place to place on the job, taking speed and distance into account.
- Normal physical agility, which includes ability to maneuver body while in place.
- Normal physical strength to handle routine office materials and tools.
- Normal physical strength to handle 50-pound object, taking frequency into consideration.
- Normal dexterity of hands and fingers.
- Normal coordination, including eye-hand, hand-foot.
- Normal endurance.
Knowledge Requirements
- Effective interpersonal, communication, presentation and organizational skills
- Polished, professional image and demeanor
- Strong community presence and ability to interact with the public in a manner which promotes the interest of the Credit Union.
- Ability to adapt communication style, content, and format for varying circumstances and audiences of all levels and functional areas.
- Ability to establish & maintain positive working relationships with management, peers, employees & vendors
- Ability to analyze work flow and develop procedural modifications
- Knowledge of FLSA, EEO, Affirmative Action, FMLA and any other HR related laws and general human resources concepts
- Exceptional attention to detail and organizational skills
- Knowledge of HR administration principles: job analysis, compensation, employment and other labor laws and regulations.
- Valid driver’s license and reliable transportation
EDUCATION AND/OR EXPERIENCE
- High School diploma or equivalent
- Bachelors’ degree in Human Resources or equivalent experience, preferred
- 1-3 years’ experience in personnel recruitment, emphasis on professional recruitment, preferred