Talent Acquisition Specialist

LOPA; Covington (LA); On-site; USD 55,000 - 75,000; Full time

Job summary

LOPA in Covington, LA seeks a Talent Acquisition Specialist to lead end-to-end recruitment, build talent pipelines, and ensure compliant, positive candidate experiences across programs. The TAS will advocate for employees and support a constructive, engaging hiring process.

The role partners with hiring managers to develop tailored recruitment strategies, analyzes labor market trends, and maintains electronic records while driving a high-volume hiring agenda in a fast-paced environment.

Qualifications

• Bachelor's degree in Business Administration or Human Resources; preferred PHRS/SHRM-CP certifications.
• Experience managing policy and leave in a medium to large organization.
• Experience with high-volume recruiting and interviewing for employees at all levels.

Responsibilities

• Manage full recruitment lifecycle from sourcing to hiring top talent.
• Craft compelling job descriptions and post to diverse platforms.
• Respond to inquiries regarding applications and open positions.
• Conduct phone screenings to assess candidate experience and skills.
• Schedule and coordinate interviews; ensure a positive interview process.
• Maintain accurate applicant records in the HRIS and manage interview guides.
• Gather and file new hire paperwork and maintain employee files.

Skills

Sourcing

Screening

Interviewing

HRIS

Education

BA/HR degree

Job description

Job Description

Job Title: Talent Acquisition Specialist

Department: Talent Management

Reports to: Director of Talent Management

Exemption: Non-Exempt

The Talent Acquisition Specialist (TAS) is responsible for managing the full recruitment lifecycle, encompassing sourcing, screening, interviewing, and hiring top talent. In addition, the TAS is tasked with maintaining electronic employee records and interview guides while serving as an advocate for employees, fostering a positive and engaging candidate and employee experience.

Essential Functions

• Identify successful recruitment practices and maintain a strategy that defines goals, action items, and success measures for attracting, engaging, assessing, and hiring diverse talent to drive agency success.
• Craft compelling job descriptions and post them across various platforms, including job boards, social media, and industry-specific sites, to attract a wide range of qualified candidates.
• Respond to inquiries regarding applications and open positions.
• Conduct phone screenings as requested by management to qualify candidate experience and skills.
• Schedule and coordinate interviews.
• Ensure a positive interview process for candidates.
• Manage accurate applicant records and status of engagements in HRIS recruiting system.
• Manage and maintain interview guides.
• Gather and file all new hire paperwork.
• Maintain employee files and records in electronic and paper form.
• Serve as an administrator for the Agency’s HRIS.
• Partner with hiring managers to understand departmental staffing needs, provide guidance on market trends, and develop tailored recruitment strategies, fostering collaboration and partnership for the successful placement of staff.
• Analyze labor market trends, salary benchmarks, and competitor practices to ensure the organization remains competitive in attracting talent.

Job Role Expectations

• Communicates corporate culture internally and externally.
• Creates and fosters positive professional relationships for enhanced collaboration with internal and external customers, partners and stakeholders.
• Identifies relevant models of best practice in other institutions or organizations.
• Ensure organizational compliance with federal, state, and local employment laws and regulations, and agency policies.
• Meet high-volume recruiting goals with appropriate candidates for each program while fully understanding agency objectives.
• Develop a deep understanding of department needs and unique position requirements and key success drivers.
• Apply sound judgment and know when to elevate issues and concerns.
• Plan and participate in career fairs, community outreach events, and networking opportunities to build a robust talent pipeline.
• Track and report on key recruitment metrics (e.g., time-to-fill, quality-of-hire) to assess the effectiveness of talent acquisition strategies and identify areas for improvement.
• Contribute to the development of employer branding initiatives, including creating content that highlights the agency’s culture, values, and employee success stories.

Organizational Expectations

• Upholds LOPA core values of selfless, authentic and passionate
• Use constructive and positive communication
• Be a team player
• Hold yourself and others accountable
• Keep a positive attitude
• Be respectful of others
• Timely completion of all required educational training, tasks and SOP reviews by assigned due date

Role Progression

• This role may be eligible for advancement to a management position, should one become available.

Work Environment

• Possible exposure to communicable diseases, bloodborne pathogens, airborne illnesses, hazardous materials, pharmacological agents with little likelihood of harm if established health precautions are followed.
• May, at times, have exposure to blood, packaged organs and tissues for transplant and/or research in a hospital setting or while in the office.
• Some in-state travel required.

Physical Demands

• Ability to communicate effectively through in-person and verbal avenues.
• Repeating motions that may include the wrists, hands and/or fingers.
• Use of fine motor skills.
• Doing work that requires visual acuity.
• Operating motor vehicles.
• Assessing the accuracy, neatness and thoroughness of the work assigned.
• Sedentary work that primarily involves sitting/standing.
• Light work that includes occasional moving or lifting objects up to 20 pounds.

Work Hours

• Full time position. Typical work hours are Monday-Friday 8:30am to 5:00pm with flex time available at the discretion of the direct supervisor.

Requirements

Education and Experience

• Bachelor's degree in Business Administration or Human Resources.
• Experience managing policy and leave in a medium to large organization.
• PHR, SPHR, or SHRM-CP certification preferred.
• Minimum 3 years of experience in Human Resources and/or Talent Acquisition, 5+ years preferred
• Experience with high-volume recruiting and interviewing for employees of all levels. Experience recruiting in a clinical environment is preferred.

Knowledge, Skills & Abilities

• Diversity oriented with a focus on creating an inclusive environment
• Understanding of general human resources policies and procedures
• Good knowledge of employment/labor/leave laws
• Ability to read, write, and comprehend instructions and correspondence.
• Strong organization and time management skills
• Superior communication skills— both verbal and written
• Ability to apply common sense understanding and to solve problems.