Principal Talent Acquisition Business Partner- Hybrid-GR - Grand Rapids, United States - AirLife

Description

Job Description

COMPANY DESCRIPTION

At AirLife, we are dedicated to improving the quality of every breath. Excellence with Every Breath is not just a tag line, but the way we work and take care of our customers. With a mindset to evolve, innovate, and grow, we are a premier manufacturer of the highest-quality and market-leading breathing consumables. This growth philosophy has positioned us to increase our global footprint and business reach, impacting even more people around the world. Our expanding family of the most trusted brands offers a product portfolio that spans the continuum of care from first responder to home care, with safety, patient comfort, and clinical performance in mind. Collective expertise allows us to provide quality products and experiences to our patients, customers, and our people. Our values of Customer first, Differentiate with our People, Bias for Action, Continuous Improvement and Accountability define who we are and how we work. Join us

POSITION SUMMARY

Principal Talent Acquisition Business Partner will work with functional leaders to determine both immediate and long-term growth of their teams. They will provide direction regarding talent attraction, talent assessment, and market-based compensation changes in alignment to the company's compensation philosophy. TABPs will work to fill all openings in their designated function and will serve the subject matter expert in the applicant tracking and related HR systems. The TABP will have a keen understanding of what is happening inside and outside of the organization and bring that information to the AirLife leaders to help them make better talent decisions. In partnership with functional leaders and the talent management team, the TABPs will develop processes and programs that will help AirLife build strong/sustainable talent benches across all functions

POSITION QUALIFICATIONS

The specific minimum competencies needed to perform the essential duties of the job include knowledge, skills, abilities, level of education, and experience necessary for successful performance. These competencies are generally demonstrated through specific service, education, or training.

Skills and Qualifications:

• A bachelor's degree in HR, Business or related field is required.
• Minimum of 7-10 years working in talent acquisition, preferred experience in medical device.
• Demonstrated ability to build trusted relationships across a diverse range of stakeholders.
• Demonstrated ability to prioritize, manage several projects and initiatives at once.
• Demonstrated ability to empathize, discern and communicate extremely well with employees at all levels.
• Ability to influence and implement best practices.
• Strong ability to navigate through ambiguity and change.
• Strong network of external resources.
• Collaborative work style.
• Bias for action and customer focused.
• This role is hybrid. Onsite schedule will be determined in partnership with manager.

ESSENTIAL DUTIES AND RESPONSIBLITIES

The core tasks, duties, and responsibilities that must be performed on the job.

• Proactively build talent strategies that align with the goals of functional partners.
• Ownership of full cycle workforce planning and recruitment process to fill all talent needs within the designated function and partner with leadership to ensure strong benches of talent.
• Able to collaborate with and/or manage relationships with outside recruiting partners, contract recruiters and other third-party resources requited to accomplish talent strategy goals.
• Ability to review third party needs and negotiate applicable contracts.
• Will collaborate with Leadership to understand roles to be filled and profiles of ideal candidates, whether internal or external.
• Attend talent planning and performance calibration sessions to ensure talent attraction needs and prioritization for your assigned functions.
• Participate in Integration talent planning/recruiting initiatives.
• Provide monthly reporting details to functional and HR leaders to identify trends and drive continuous improvement.
• Identify and target active or passive candidates that could meet AirLife's current and future talent needs.
• Develop and maintain candidate relationships through online or in-person networking.
• Actively participate in the engagement of all candidates throughout the recruitment process, from application to job offer and manager handoff.
• Select candidates for initial interviews and conduct such interviews to determine qualifications/experience in a similar role, discuss salary expectations and make hiring recommendations to leadership.
• Negotiate salary and benefits, as well as extend job offers to select candidates.
• Partner with leadership to schedule intake meetings, interviews, feedback for potential candidates.
• Encourage candidate interest by supporting AirLife's brand initiatives and build awareness to create a positive employment experience by promoting AirLife as an employer of choice.
• Manage and maintain compliance with federal and state regulations concerning employment.
• Help to build and execute to attract and retain entry to mid-level hires (bench strength).
• Identify areas for process improvement and implement best practices.
• Identify and partner with universities to build a pipeline of entry level talent.
• Partner with Talent Management to build pipelines of talent that align to AirLife's DEIA goals.
• Optimize use of current TA systems and identify new tools that drive efficiency.

OTHER RESPONSIBILITIES

• Focus on achieving our Company mission.
• Demonstrate accuracy and thoroughness in daily work; look for ways to improve and promote quality & safety.
• Inspire the trust of others; treat people with respect and dignity and embrace the value of diversity.
• Use time efficiently; perform job accurately, thoroughly, and conserve Company resources to improve profits. Contribute to building and maintaining a positive team environment.
• Assure all policies and guidelines are implemented and followed.
• Support additional talent-related projects as assigned.

QUALITY POLICY

At AirLife, Quality is our promise. It is our commitment to customer satisfaction and our dedication to product excellence in an evolving global healthcare market. This promise is kept through a continuously improving and effective Quality Management System and compliance to Regulatory Requirements.

DEIA STATEMENT

At AirLife, we are committed to building a diverse workforce and an inclusive workplace that reflects the communities and customers we serve. We believe our philosophy on Diversity, Equity, Inclusion, and Advancement (DEIA) encourages excellence and equips us to serve an evolving global marketplace.