Director of Talent Acquisition - Professional Staff

MMM LEGAL GROUP

Chicago (IL)

In loco

USD 180.000 - 230.000

Tempo pieno

35 ore fa

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Descrizione del lavoro

Taft Stettinius & Hollister LLP seeks a Director of Professional Staff Talent Acquisition to lead the firm’s recruiting strategy and execution for professional staff across all offices. The role reports to the CHRO and Senior HR Director and oversees the full lifecycle of recruiting, sourcing innovations, and candidate experience.

The ideal candidate will have 8+ years in talent acquisition, strong leadership, and a proven ability to partner with senior leaders.

Competenze

8–10+ years of progressive talent acquisition experience including leadership responsibilities.
Experience recruiting professional staff in a professional services or similarly complex organization.
Bachelor’s degree required; advanced degree or professional certification preferred.
Strong leadership, coaching, and team development skills.
Exceptional relationship-building and consultative communication abilities.
Experience using ATS, recruiting technologies, and LinkedIn Recruiter.

Mansioni

Develop and execute Taft’s professional staff recruiting strategy.
Partner with Firm leadership to understand workforce planning and anticipated hiring needs.
Build relationships with hiring managers.
Build proactive talent pipelines for critical and difficult-to-fill positions.
Monitor recruiting trends and recommend innovative sourcing strategies and technologies.
Strengthen Taft’s employer brand and candidate experience.
Personally manage the full recruitment lifecycle for professional staff positions.
Partner with hiring managers to define position requirements and recruitment strategies.
Develop creative sourcing approaches utilizing direct sourcing, networking, referrals, professional organizations, and recruiting technology.
Ensure a consistent, high-quality candidate experience throughout the hiring process.
Negotiate employment offers in partnership with hiring managers and HR leadership.
Build, mentor, and lead Firm’s Talent Acquisition team, including future recruiting staff.
Establish recruiting priorities and workload distribution.
Coach recruiter(s) and promote best practices in sourcing, interviewing, and candidate management.
Foster collaboration with HR, practice leaders, office administrators, and business services leaders.
Evaluate and improve recruiting workflows to increase efficiency and reduce time-to-fill.
Develop standardized recruiting processes, interview guides, and hiring manager resources.
Ensure consistent use of the applicant tracking system and recruiting technologies.
Analyze recruiting metrics and identify opportunities for continuous improvement.
Manage relationships with external search firms, recruiting vendors, and advertising partners.
Evaluate when external recruiting support is appropriate.
Monitor recruiting expenditure and agency usage.
Identify opportunities to reduce external recruiting costs while maintaining hiring quality.
Develop and report meaningful recruiting metrics, including time-to-fill, offer acceptance rates, candidate pipeline health, source effectiveness, hiring manager satisfaction, candidate experience, new hire retention, agency utilization and recruiting costs.
Provide regular reporting and strategic recommendations to firm leadership.