Talent Acquisition Manager

AIDS Foundation of Chicago; Chicago (IL); On-site; USD 63,000 - 75,000; Full time

Job summary

AIDS Foundation of Chicago is seeking a Talent Acquisition Manager to lead full-cycle recruitment and support onboarding, job design, and career pathing within the HR & Talent Management team.

The role partners with departments to meet hiring needs, manages candidate experiences with a human-centric approach, and ensures compliant, high-quality service to staff.

Qualifications

• Three or more years of recruiting or human resources experience.
• Experience in onboarding and talent management processes.
• Experience developing job descriptions, career pathing, and job leveling.
• Ability to partner with diverse departments and external contacts.
• Knowledge of recruiting metrics and best practices.
• Experience administering ATS and HRIS systems.

Responsibilities

• Lead full-cycle recruitment from intake to offer and onboarding.
• Collaborate with leadership to understand hiring needs and role requirements.
• Develop broad candidate pools and monitor funnel health.
• Coordinate onboarding, job design, and career pathing efforts.
• Own ATS, data integrity, and recruitment metrics reporting.

Skills

Full-cycle recruiting

Relationship building

Candidate experience

Workforce planning

Data reporting

Education

Bachelor’s degree

Tools

Applicant Tracking System (ATS)

HRIS

MS Office

Job description

The Talent Acquisition Manager leads full-cycle recruitment for the AIDS Foundation of Chicago and serves as a key operational partner within the Human Resources & Talent Management department. The Manager will be passionate about building relationships internally and externally and skilled at delivering exceptional candidate experiences with a human-centric approach. Beyond full-cycle recruitment, the Manager will lead efforts including onboarding, job description development, career pathing, and job leveling. The Manager will partner with internal departments to support their hiring needs and proactively conduct workforce planning and expansion activities. The Manager will apply consistent, well-documented hiring practices across all aspects of their work. In addition, the Manager provides administrative and operational support to the Senior Human Resources Manager and the Manager of People, Culture & Equity, helping a small department deliver consistent, high-quality service to staff.

Human Resources & Talent Management is a stand-alone department reporting to the Chief Executive Officer and the President. The Vice President of Human Resources & Talent Management leads the department, which includes the Senior Human Resources Manager, who oversees human resources operations; the Manager of People, Culture & Equity; and this position. The team works together to provide high-quality, timely support to the organization’s work, with a focus on delivering excellent service to staff and managers while maintaining strong relationships with external contacts.

This position is approximately 70 percent talent acquisition and 30 percent departmental and administrative support. These proportions are approximate and will shift with hiring volume; priorities are set in partnership with the Vice President of Human Resources & Talent Management.

Compensation: $63,000.00 - $75,000.00

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

Full-Cycle Recruitment and Hiring

• Lead and manage all open job requisitions from intake through offer acceptance and onboarding, serving as the primary point of contact for hiring managers and candidates
• Collaborate with the Vice President of Human Resources & Talent Management and hiring managers to develop a full-scale understanding of hiring needs, role requirements, and available positions within the organization
• Use various and innovative methods to recruit and network with potential candidates, including social media platforms, professional and community networks, networking events, and job fairs
• Actively work toward building broad, qualified candidate pools for every open position, and monitor pipeline health across the hiring funnel
• Conduct preliminary interviews with candidates to gauge interest, mission alignment, qualifications, and compensation expectations
• Using standardized screening techniques, assess the skills, qualifications, and experience of potential candidates consistently across the applicant pool
• Prepare hiring managers to evaluate candidates consistently through structured interviews, defined evaluation criteria, and multi-person interview panels
• Provide feedback to hiring managers about applicants and provide them with guidance for interviewing, evaluating, and selecting candidates
• Partner with leadership and hiring managers to ensure hiring practices are applied consistently and fairly across all departments and levels of the organization
• Apply consistent, well-documented practices throughout the talent acquisition process, from sourcing and job posting language through screening, selection, and offer
• Manage the pre-employment process, including background checks and reference verification, and research innovative ways to increase efficiency while expanding the quality of the applicant experience
• Ensure the effective and limited use of external recruiting agencies to partner with on select, hard-to-fill openings
• Maintain working knowledge of salary structures and benefit offerings, and communicate compensation and total rewards information to candidates accurately and consistently

Onboarding, Job Design, and Candidate Experience

• Ensure proper and consistent onboarding for new hires, in alignment with AFC’s policies, coordinating with the Senior Human Resources Manager on payroll, benefits enrollment, systems access, and required documentation
• Responsible for ensuring that onboarding is delivered consistently for every new employee throughout the lifecycle of the onboarding process with AFC
• Partner with all hiring managers and candidates to ensure an exceptional candidate experience, from first contact through the first months of employment
• Develop and maintain job descriptions organization-wide, and partner with managers and the Vice President of Human Resources & Talent Management on job design, job leveling, and career pathing
• Coordinate with the Manager of People, Culture & Equity on new hire orientation content and on engagement and retention efforts that begin at onboarding
• Partner with the Manager of People, Culture & Equity to keep recruitment practice aligned with the organization’s broader staff culture and engagement work

Talent Systems, Data, and Compliance

• Own the applicant tracking system (ATS), including configuration, data integrity, user training, and process documentation
• Ensure that the assessments and tools being used in the recruiting process are implemented consistently and effectively and the organization leverages the value derived from each
• Manage and update all talent acquisition and recruiting policies, procedures, and process documentation
• Create, monitor, and report talent acquisition metrics, including time to fill, source effectiveness, pipeline breadth, offer acceptance, and cost per hire, and communicate recruiting updates and recommendations to the leadership team
• Manage the records requirements for recruiting to meet all applicable federal, state, and local laws and organizational policies
• Monitor labor market and industry trends affecting AFC’s ability to attract talent and translate them into practical recommendations

ENTRY REQUIREMENTS (EXPERIENCE AND EDUCATION)

• Previous experience in full-cycle talent recruitment and onboarding
• Interpersonal skills and ability to communicate effectively
• Experience in the continual development of talent pipelines and sourcing potential candidates
• Ability to speak knowledgeably about the organization and answer any questions a potential hire may have
• Firm understanding and implementation of recruiting metrics to drive decision-making
• Proficient in using applicant tracking systems, human resources information systems, and databases to source, track, and communicate with potential candidates
• Previous experience developing and executing recruiting marketing and branding strategies
• Experience working effectively with colleagues and candidates from a wide range of backgrounds, and applying hiring practices consistently across all applicants
• Experience providing administrative or operational support within a human resources function, or comparable experience supporting multiple stakeholders in a fast-paced environment
• Demonstrated ability to handle confidential employee information with discretion and sound judgment

Minimum Qualifications

Three or more years of recruiting or human resources experience, including at least two years of full-cycle recruiting, or an equivalent combination of education and experience

Experience coordinating administrative or operational work in a professional setting, such as scheduling, recordkeeping, data entry, and document preparation

Experience using an applicant tracking system or comparable database to manage candidate or client records

Working proficiency with Microsoft Office (for example, Excel, Word, Outlook, PowerPoint, Teams)

Preferred Qualifications

Bachelor’s degree in business, Human Resources, Industrial/Organizational Psychology, or related field

Recruiting experience in health care, public health, social services, or other mission-driven organizations

Experience administering an applicant tracking system and supporting a human resources information system

Experience supporting the administrative operations of a human resources function

KNOWLEDGE, SKILLS, AND ABILITIES

Ability to form and maintain a variety of relationships with internal and external stakeholders

Ability to manage and hold confidential information, such as offers of employment and compensation information

Very high attention to detail, especially in managing confidential information

High energy and social skills necessary to effectively manage fast-paced full-cycle recruiting

Passion for recruiting, and providing the best possible candidate experience

Ability to manage competing priorities and competing deadlines

Ability to move fluidly between strategic recruiting work and detailed administrative execution, and to re-prioritize as departmental needs change

Strong organizational and project management skills, with the ability to support multiple internal stakeholders with differing priorities

Commitment to fair, consistent, and legally compliant hiring practices

Working knowledge of federal, state, and local employment law as it applies to recruitment, hiring, and recordkeeping

Sound judgment about when to decide independently, when to consult, and when to elevate

WORK ENVIRONMENT AND PHYSICAL DEMANDS

The work environment is representative of that found in a general office environment. Tasks involve the ability to exert light physical effort in sedentary to light work, but which may involve some lifting, carrying, pushing and/or pulling of objects and materials of moderate weight (up to 10 pounds.) Tasks may involve extended periods of time at a keyboard or workstation and on the telephone.