VP, Talent Acquisition Manager

GENERAL SUMMARY Oversee the full life cycle of the recruiting process and Talent Acquisition team.  The incumbent will strategically partner with all levels of management to develop and execute the hiring plan and recruiting strategies that support the Bank’s business.  Ensure compliance with talent acquisition-related policies, procedures, local, state and federal laws and regulations.      DIRECT REPORTS The incumbent manages a team of five that includes an AVP, Talent Acquisition Assistant Manager, AVP, Talent Acquisition Officer, and three Talent Acquisition Officers.    ESSENTIAL FUNCTIONS Maintain high-level understanding of defined market attributes to develop recruiting strategies for long term and sustained growth. Lead efforts to recruit new staff for specific functions based on approved plans. Recommend and implement sourcing strategies to department heads using LinkedIn and other avenues to build talent pipelines.  Administer and train hiring managers on the use of the LinkedIn Recruiter Chair. Build a trusted business partner relationship with executive stakeholders by conducting thorough intake meetings for new or upgraded roles, providing talent and market data, in-depth prospective candidate screens and job skills summaries.  Conduct research on financial services and banking industries to locate prospective candidates to assist in filling pre-requisition and succession planning.   Manage a database of competitors to include organization charts, benefits, retention strategies, etc. Use cost effective recruitment strategies to source candidates through various mechanisms (direct, internet, referrals, research, relationships, etc.) Manage recruitment process for candidates at SVP/EVP level or confidential searches. Develop and cultivate strong relationships with various levels of management, candidates, team, and external recruiting sources.   Manage Talent Acquisition vendor relationships including the vendor management on-boarding process for outside partners who support recruiting strategies/products.  Partner with vendors to drive diversity efforts.   Manage Talent Acquisition annual budget and contracts. Manage the California Consumer Privacy Act unhired applicant submissions.  Manage applicant tracking system flow, maintenance, and enhancements. Facilitate bi-monthly Select for Success training for hiring managers.   Manage the staff requisition and engagement requisition process of employees and non-employees to ensure pay ranges meet state minimums, job descriptions are accurate, and requisitions funnel through staffing committee weekly.    Review and approve job descriptions with a focus on how the role fits in the organization while looking at career pathways and journey mapping; ensure FLSA status is accurate, essential functions meet the business unit’s expectations, and that the years of experience are appropriate for level of position.   Review and approve background check results.  Consult with HR Director, Legal, or outside counsel when needed.    Review returned Verifications of Employment.   Update and write policies as well as desktop procedures for Talent Acquisition based on legislation.  Prepare tools and resources for the team and the hiring managers which are found on the Intranet. Prepare quarterly metrics and present to CEO.  As well as share feedback from the 90-day pulse survey which collects responses from new hires about the recruiting and on-boarding process and make enhancements as needed.   Manage the Employee Referral Program.  May serve as project manager for recruitment brand deliverables; to include the design of the hiring manager dashboard, We’re Hiring Posters and succession planning functionality within UKG.   Design, plan and execute employer branding activities, to include increasing the company Indeed rating.  Manage the development and roll out of internship and mentoring programs.   Partner with the Compensation Manager to obtain or lead in gathering market data and providing salary range recommendations.  Attend webinars/seminars and continued education courses to stay competitive and up to date with marketing, souring, and recruiting trends.      Comply with federal, state, and local employment law by staying abreast of existing and new legislation; anticipating new requirements; enforcing adherence to requirements.   Attend quarterly legal updates to ensure compliance with hiring practices to include daily operations and recruitment forms/processes.     Manage and provide guidance to the team including writing annual performance evaluations and providing balanced feedback.  Host bi-weekly 1:1s with direct reports to support their development and monthly team meetings to keep team up to date on housekeeping items, new procedures, and sourcing strategies.   QUALIFICATIONS Education:    Bachelor’s degree in Human Resources or other business-related discipline preferred. Experience:  Minimum 5-7 years of recruiting experience, in a financial institution strongly preferred.  3-5 years of management experience required.  Skills/Ability: Proven ability to lead the development and implementation of successful recruiting programs with good strategic and creative thinking, project management, and analytical skills.  Proven ability to operate efficiently and effectively within a geographically dispersed organization.  Intimate knowledge of all steps in the full life cycle of recruiting.  Exceptional negotiating skills with internal and external clients/candidates.  Proficiency in word processing and spreadsheet applications.  Possess ability to work with all levels from staff to senior management.  Ability to multi-task while meeting given deadlines.  Strong interpersonal skills.  Able to effectively guide others with diplomacy and tact.   OTHER DETAILS $100K – $130K / yearPay determined based on job-related knowledge, skills, experience, and location.This position may be eligible for a discretionary bonus.