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    Managing Director, Talent Acquisition - New York, United States - Harlem Children's Zone

    Harlem Children's Zone
    Harlem Children's Zone New York, United States

    1 week ago

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    Description
    Harlem Children's Zone (HCZ) - a world-renowned education and poverty-fighting organization based in New York - seeks an enthusiastic, dedicated, and mission-aligned Managing Director of Talent Acquisition to join our team.

    The Managing Director of Talent Acquisition will bring a passion for the mission of Harlem Children's Zone: break the cycle of intergenerational poverty with comprehensive, on-the-ground programming that builds up opportunities for children and families to thrive in school, work, and life.

    The Managing Director of Talent Acquisition, reporting to the Chief Human Resources Officer, is responsible for setting the vision and transforming the talent acquisition function to support the identification and recruitment of a high-performing, high-growth organization to meet current and future talent needs. This role is located at the HCZ HQ offices in Harlem. It is a hybrid schedule of three days in office.

    For more information, check out Want to Work at Harlem Children's Zone? Here's 7 Things You Need to Know

    Minimum Qualifications
    • Bachelor's degree in HR, Business Management, or related field
    • 10+ years of experience in Talent Acquisition with a proven track record of implementing effective strategies to attract talent
    Who you are
    • Start-up or turn-around experience, combined with experience in a mid-size organization with a high-functioning TA department
    • Experience in organizational design and annual planning for the company
    • Proven history of building/enhancing employer brand recognition
    • Strong communication and influencing/sales skills
    • Proficient in ATS and other relevant HR tools to manage employee data, generate reports, and support HR processes
    • Strong ability to build and foster relationships leading to trust and credibility across all employee levels
    • Strong People management: ability to manage at all levels including executive and leadership teams
    • Strong ability to adapt and pivot, work and manage uncertainty and perform under pressure
    What you'll do

    Talent Acquisition Strategy:
    • Craft and implement a comprehensive talent acquisition strategy aligned with the organization's short-term and long-term goals.
    • Continuously assess and refine the talent acquisition strategy to adapt to changing market conditions and org. needs.
    Employer Branding and Marketing:
    • Develop and enhance the employer brand to attract top talent, including the creation of compelling job advertisements, career pages, and employee value positions.
    • Design and execute marketing strategies to promote the organization's culture and opportunities to potential candidates.
    Data Analytics and Reporting:
    • Utilize data and analytics to track recruitment metrics, assess the effectiveness of recruitment strategies, and make data-driven decisions to improve hiring processes.
    • Regularly report on key recruitment performance indicators to senior management.
    • Establish key performance indicators (KPIs) and metrics to measure the effectiveness and efficiency of talent acquisition operations.
    Process Management:
    • Oversee and optimize the end-to-end recruitment process, from sourcing and candidate assessment to offer negotiation and onboarding.
    • Ensure the implementation of best practices, technology, and tools to streamline and enhance recruitment processes.
    • Create a continuous improvement mindset and operating cadence to improve processes, as they impact candidates, hiring managers, leaders, and HR team members.
    Compliance and Diversity:
    • Ensure compliance with all relevant labor laws, regulations, industry standards, and internal policies throughout the recruitment process.
    • Promote diversity and inclusion initiatives within the talent acquisition process.
    Recruitment Technology and Tools:
    • Oversee the selection, implementation, and optimization of recruitment technologies such as applicant tracking systems (ATS), candidate relationship management tools, assessment platforms, and other cutting-edge platforms to drive desired outcomes.
    • Ensure the team is proficient in using these tools to improve recruitment outcomes.
    Schedule
    • 3/2 Hybrid Schedule
    Benefits

    As a member of the Harlem Children's Zone team, you will join a supportive and inclusive community dedicated to helping children, families - and our staff - thrive. We offer highly competitive salaries, a comprehensive benefits package, and opportunities for growth.

    Our exceptional full-time benefits include:
    • Highly competitive base salaries
    • Paid time off
    • Employee referral bonus
    • Career Advancement
    • No-cost health insurance
    • Life Insurance
    • Short-and long-term disability
    • Additional voluntary benefits
    • Wellness discounts
    • Commuter benefits
    • Financial wellness perks
    • Additional Benefits (Discounts on flights, hotels, theme parks, concert tickets, and more.)
    The annual starting salary for this position is $140,000, with a comprehensive benefits package including employer-covered health insurance. To be considered, interested applicants can apply directly through the posting. No telephone inquiries or recruiters, please. Replies will only be sent to qualified applicants. HCZ is an EOE.

    Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

    The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)
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