Manager, Talent Acquisition & Diversity Outreach (MPP I) (Recruitmenht # 60797)

  • Pomona
  • Pomona, California
  • Nov 28, 2019
Full Time

Job Description

Description:
MANAGER, TALENT ACQUISITION & DIVERSITY OUTREACH

Type of Appointment: Full - time, Management Personnel Plan (MPP I)

Salary Range: Commensurate with Qualifications and Experience

Recruitment Closing Date: Open Until Filled
First Review: September 3, 2019

REQUIRED (All candidates must submit the following)

An on-line application

A letter of interest which explains in detail and, where possible, provides examples of how the candidate meets the qualifications specified in this announcement

A current résumé or curriculum vitae

Three references who can provide assessments of the applicant's professional experience, accomplishments and prospect for success in this position.

DEPARTMENT

The Employee and Organizational Development and Advancement department is located within the Division of Administrative Affairs and is committed to recruiting, retaining and developing the most talented, productive and engaged employees for Cal Poly Pomona. By selecting the right people and developing their potential, employees strengthen their commitment, skills and knowledge which builds a more productive and engaged workforce, therefore increasing motivation to improve performance that promotes a feeling of value and reduces employee apathy and turnover.

DUTIES AND RESPONSIBILITIES

The Talent Acquisition Manager is in charge of planning, developing, managing and overseeing talent acquisition and recruitment processes and strategies; plan, develop and implement a new and productive Talent Acquisition strategy for our campus; supervise members of the recruiting team; provide direction and feedback to the recruiting staff, student assistants, and interns; and supervise activity relating to employment such as making sure recruitment deadlines are met and proper procedures are followed. The incumbent will move the department to a talent acquisition model from its current administrative model; develop team to create plans for recruitments, conduct phone screens, create talent pools of candidates for future jobs, be proactive by identifying hard to fill jobs before they become available and obtain knowledge about what the market is for positions, and develop relationships with industry associations. The incumbent will train recruiters on activities related to full cycle recruiting; perform analysis of hiring needs and provide employee hiring forecast; create and maintain the website for managers that provide toolkits, guides for recruitment, interview questions, and FAQs for recruitment; resolve problems with recruiters on issues from hiring managers regarding their recruitments; and conduct staff performance reviews. The Manager, Talent Acquisition & Diversity will evaluate the employment process and identify bottlenecks; use continuous improvement practices to implement new and more efficient processes and procedures as circumstances dictate; review and critique employment related documents and materials; ensure the "Employment Jobs Website" is always accurate, including correct spelling and grammar, as well as appropriate phrases on job postings. The incumbent will review salary offers before recruiters make the offer for equity and accuracy including "Recommendation for Summary" sheets; review "Supplemental Application Form" for all applications regarding felonies or convictions; ensure that forms and reports relating to employment are updated on a regular basis; and stay informed of Bargaining Unit changes and updates and how they affect the employment area. The incumbent will communicate all changes to the employment team; interpret policies, procedures, and Memorandums of Understanding to resolve employment related matters; propose changes in recruitment policies and procedures; research file material to develop reports based on recruitment procedures; research, evaluate and analyze history of various policies and procedures; and recommend course of action or changes to policies and procedures. The incumbent will maintain and assign all incoming recruitments to the employment staff; consult with managers campus-wide to propose solutions to recruitment challenges; provide general direction and train student assistant and student interns in the employment area and verify hours; and provide employment related and Peoplesoft training. The incumbent will manage the recruitment process for all staff and MPP I & II positions; develop job announcements for MPP I and II positions in order to obtain a good pool of applicants based on affirmative action guidelines; represent Employment Services at MPP III and IV committee meetings; coordinate and collaborate with the Director, Employee Diversity, Inclusion & Campus Climate as needed; and post all MPP positions on the CPP and Cal State Careers websites. The incumbent will Proctor testing of all Police Officer and Dispatchers; screen applications for minimum qualifications and refer qualified candidates for interview; provide updates on the progress of all recruitments to the AVP, EODA; conduct outreach activities by attending career fairs, hosting and collaborating with key stakeholders on career fairs; attend association meetings; build database of potential candidates for key positions; source and find candidates qualified for open positions while aligning efforts with our diversity and inclusion values; use sourcing methods for hard-to-fill roles and critical positions; review and critique recruitment materials; makes adjustments and consults with managers campus-wide to discuss recruitment details; propose solutions to recruitment problems; review all interview documentation and recommendations from departments to assure appropriateness. The incumbent will consult with the hiring manager to discuss job posting timelines, advertising, employment process and potential candidate pool; keep departments informed of the progress of the recruitment and provide advice on proper interviewing procedures and salary offers; coordinate interview schedules; inform hiring department of recruitment strategies, appropriate interviewing questions, reference checking, and appointment recommendation process; update employment opportunities on Employee and Organizational Development and Advancement's web page; and post current openings on CSU and Calstate.edu websites. The incumbent will respond to inquiries from on-campus employees and the general public regarding numerous and varied issues pertaining to employment; pepare various types of Appointment Letters for staff and MPP positions; conduct new hire orientation; assist with new and returning payroll sign-ups and changes; maintain currency of recruitment procedures listed on the Employment Website; provide support and assistance in implementing Candidate Gateway/e-recruit through Peoplesoft which includes revising employment procedures; listen to PeopleSoft employment conference calls, assist with upgrades, testing, and new implementations; prepare weekly Recruitment Tracking Reports for AVP, Employee and Organizational Development and Advancement, and others; ensures appropriate shredding of old recruitment files per CSU timelines; participate and provide input to new Common Human Resources System (CHRS); complete special projects as needed, which require research and preparation of confidential reports (i.e. analysis of recent hires, etc.); may call other CSUs to obtain information regarding employment processes; and perform other duties as assigned.

MINIMUM QUALIFICATIONS

Bachelor's degree in Business Administration or related field or the equivalent AND a minimum of two (2) years recruitment and selection experience. The candidate must have excellent verbal communication skills; knowledge of recruitment and selection processes; exceptional interpersonal skills and the ability to work with employees at all levels of the University; ability to analyze complex employment-related issues; knowledge of current federal and state laws, CSU and CPP policies and procedure, and Memorandums of Understanding (related to recruitment and selection); and expertise with word processing and spreadsheet design. Working knowledge of, and ability to apply standard theories, principles, practices, and techniques applicable to the program and/or administrative specialty to develop conclusions and make recommendations; thorough knowledge of policies, procedures, and outside regulations pertaining to the applicable program and/or administrative specialty; working knowledge of operational and fiscal analysis and techniques; ability to take initiative and plan, organize, coordinate, and perform work in various situations where numerous and diverse demands are involved. The candidate must possess skill in research, development and evaluation of policies and programs, including skill in the collection, evaluation, and interpretation of data to develop sound conclusions and make appropriate recommendations; expertise in investigating and analyzing problems with a broad administrative impact and implications; ability to anticipate problems and address them proactively; demonstrated ability to effectively interpret, organize, and present information and ideas in written or presentation form; ability to train others on new skills and procedures.

PREFERRED QUALIFICATIONS

Recruitment and selection experience in a higher education or public employment setting, preferably at another CSU; excellent communication skills, via telephone, computer and in-person with a very diverse campus community; and the ability to work with shifting and demanding deadlines and workload in a fast-paced environment is preferred.

APPOINTMENT AND SALARY

Salary is competitive and includes a comprehensive benefits package. Salary is competitive and commensurate with qualifications and experience. This is a Management Personnel Plan Level I position with an attractive benefits package, which includes a vacation accrual rate of 16 hours per month, an excellent choice of medical, dental, and vision insurance, long term disability coverage, life insurance and retirement benefits.

CLOSING DATE AND HOW TO APPLY

Review of complete applications will begin September 3, 2019 and will continue until the position is filled. For application information and materials, visit our website at www.cpp.edu/hr and refer to Job # 60797. All candidates must submit: (1) a formal University application (2) a letter of interest which explains in detail and, where possible, provides examples of how the candidate meets the qualifications specified in this announcement; (3) a current résumé or curriculum vitae; and (4) the names, titles, addresses and telephone numbers of three references who can provide assessments of the applicant's professional experience, accomplishments and prospect for success in this position.

BACKGROUND CHECK

A background check must satisfactorily be completed before a candidate can be offered this position. Failure to satisfactorily complete the background check may affect the application status of applicants or continued employment of current CSU employees who apply for this position. The background check consists of the following: Employment verification, education verification, reference checks, and checks of the following systems and databases: National Social Security Number/Address Locator, Felony/Misdemeanor, National Criminal Database, Federal Criminal, Department of Motor Vehicles, and National Sex Offender Registry.

ADDITIONAL INFORMATION

Cal Poly Pomona is a smoke and tobacco-free Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), the Cal Poly Pomona Annual Security and Fire Safety Report is available at: http://dsa.cpp.edu/police/securityreport.asp

Please refer to the link below for policy information. http://www.calstate.edu/EO/EO-1108.html

CONDITION OF EMPLOYMENT

The person holding this position is considered a 'limited reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. http://www.calstate.edu/eo/EO-1083.html

AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER

Cal Poly Pomona is an Equal Opportunity, Affirmative Action Employer. The university subscribes to all state and federal regulations and prohibits discrimination based on race, color, religion, national origin, sex, gender identity/gender expression, sexual orientation, marital status, pregnancy, age, disability, genetic information, medical condition, and covered veteran status.

Closing Date/Time: Open until filled