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Workforce Management Partner - Vienna, United States - SourceAmerica
Description
About The Role – Who You Will Work With ...SourceAmerica is searching for a Workforce Management Partner (Hybrid/Remote) to join its team.
This position helps connect our network of over 500 Non-Profit agencies with federal procurement opportunities across the United States As a Workforce Management Partner, you'll lead the management, engagement, training and troubleshooting for our SourceAmerica Job Board.
The Job Board helps our NPA's efforts to fill open positions on federal government contracts through the AbilityOne Program. You'll provide best practices on creating job descriptions and postings that attract talent. You'll also assist the NPA's with their job and candidate management within the framework of the Job Board.You'll drive user engagement, host group and/or 1:
1 Zoom training calls and respond to inquiries as needed. You'll manage reports that showcase position and candidate related data, offering insights and guidance. You'll also consult with NPA's on their marketing and talent assessment strategies.
The ideal candidate will support the NPA's by socializing our new Job Board's functionality, connecting with the users to provide training, guidance and respond to questions or issues.
Our network of Non-Profit Agencies (NPAs) perform service and product contracts mainly for Federal agencies and help employ over 33,000+ people with disabilities nationally.
What You Will Do ...As a Workforce Management Partner (Hybrid/Remote) your work functions will include but are not limited to the following. A full position description will be given to candidates at the time of the interview.
Lead as the primary advisor to the NPA network on creating, sustaining, and growing workforce management practices.
Cultivate and oversee vendor relationships.
Ensure program timelines and deliverables are met and address then communicate changes.
Collaborate to create or deliver relevant training content for NPAs.
Partner with Marketing Communications to promote SouceAmerica's Job Board to ensure a high rate of adoption and achieve successful outcomes.
Work with the financial assistance team to align grant opportunities with NPA resource needs.Other responsibilities will be assigned as organizational needs arise.
Salary Range
The salary for this position falls in a range between $78,827 - $118,195 depending on your experience and geographic location in the United States.
What We Are Looking For ...Bachelor's Degree in a relevant field of study from an accredited institution instead of applicable skills training. SourceAmerica recognizes 1.5 years of experience = 1 year of college, should the candidate not meet the educational requirement.
7 years relevant work experience in Human Resources, Talent Acquisition, Staffing Agency, and Strategic Sourcing of Talent.
Build and maintain strong relationships with clients, understanding their unique staffing requirements and advising on best practices for talent acquisition and retention.
Ability to create and implement sourcing strategies for recruitment for a variety of roles.Stay abreast of industry trends, emerging technologies, and legislative changes that may impact staffing and recruitment strategies, applying insights to enhance service offerings.
Ensure strict adherence to all legal, contractual, and company policies and procedures, conducting regular audits of staffing practices and documentation.
Knowledge of Workforce Management, Workforce Innovation and Opportunity Act, Rehabilitation Act, and Americans with Disabilities Act.Preferred Qualifications
10+ years relevant work experience.
Ability to communicate clearly and persuasively both verbally and in writing.
Strong analytical skills, creating thinking, critical reasoning and intellectual curiosity.
Proficient in creating training content and materials along with facilitating training at all levels of the organization.
Identifying, attract, and engage talent through various channels (job boards, social media, networking events)
Utilize recruitment metrics and analytics to track and report on key performance indicators.
We use Microsoft Dynamics 365 (D365) as our primary business application system for much of our office processes— experience with D365 or using similar methods is preferred.
Work Environment
Our organization offers both a hybrid work model—where employees work in our office two to three days per week and work from home the balance of the workweek—as well as a fully remote work model, depending on the job requirements and one's proximity to one of our offices in Atlanta, Chicago, Dallas, or the Washington, DC-area.
Employee BenefitsWe offer a comprehensive employee benefits package that includes paid holidays, vacation time, sick leave, medical, dental, and vision insurance, a solid retirement plan, and more
Accessibility Support
We're committed to offering reasonable accommodation to job applicants with disabilities. If you need assistance or accommodation due to disability, please contact us at Human Resources or .
Equal Opportunity Employment
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.
View our EEO Policy .Qualifications
Skills
Preferred
Process Improvement Coaching Advanced
Verbal Communication Advanced
Training Presentation Advanced
Facilitation Advanced
Human Resources Advanced
Behaviors
:
Motivations
:
Education
Required
Bachelors or better.
Experience
Licenses & Certifications
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)
