Talent Acquisition Specialist / HR Recruiter

Children's Rescue Fund; New York (NY); On-site; USD 70,000 - 110,000; Full time

Job summary

Children’s Rescue Fund is seeking a Talent Acquisition Specialist/Recruiter to lead full-cycle recruitment, branding, and workforce planning. You will source, screen, and hire candidates, build strong relationships with managers, and advance strategies to attract diverse talent across the organization.

The role emphasizes proactive sourcing, process improvement, and a positive candidate experience, with adherence to nonprofit funding constraints and compliance requirements.

Qualifications

• Bachelor’s degree in HR, business or related field.
• At least four years of full-cycle recruiting experience.
• Experience devising sourcing strategies for applicants.
• Experience with end-to-end recruiting, interviews, onboarding.
• Knowledge of HR best practices and employment law.
• Non-profit recruiting experience is a plus.
• Strong ethics, discretion and confidentiality.

Responsibilities

• Collaborate with external organizations to develop recruitment strategies.
• Oversee agency-wide recruitment and branding efforts.
• Partner with hiring managers to meet staffing needs and define interview parameters.
• Mentor managers and candidates to ensure cultural fit and success.
• Grow talent pipelines and recruit for key positions now and in the future.
• Ensure a positive end-to-end candidate experience and strong EVP.

Skills

Full-cycle recruiting

Sourcing strategies

Relationship building

Analytical thinking

Communication

Candidate experience

Project management

Ethics & confidentiality

Education

Bachelor’s degree in HR/Business

Tools

HRIS

ATS

MS Office

Outlook

Excel

PowerPoint

Adobe

Job description

General Purpose

The Talent Acquisition Specialist/Recruiter is responsible for strategically and proactively managing the continuous volume of full cycle recruiting needs and branding for Children’s Rescue Fund as an employer of choice. The Talent Acquisition Specialist will source, identify, screen, and hire candidates for various roles in the organization. Responsible for meeting metrics that have been set by the Recruitment Manager and/or Human Resources leadership, creating reports, self-goal setting, new hire survey administration, and related forecasts, as it relates to recruitment. The Talent Acquisition Specialist will proactively work with management and leadership to implement effective recruitment methods and efforts across the organization.

Essential Duties and Responsibilities

Recruitment

• Collaborate with external organizations to develop and deploy agency-wide recruiting and sourcing strategies that identify and secure a highly diversified talented workforce and scale to support the agency’s continued growth,
• Based on analysis, needs assessment and outcomes, oversee recruitment strategies including, social media, utilization of on-line marketing/branding such as the agency’s website, employee referral program, job boards, e-mails, cold calling, third party resources, print media, flyers and other relevant branding/advertising efforts related to recruitment.
• With a long-term strategy in mind, form close relationships with hiring managers to ensure staffing needs are being met by having clear expectations for candidates and interviewers and analyzing and developing new recruitment strategies for sourcing candidates, screening resumes, interviewing on both the HR and business line levels, parameters for risk on experience vs. credentials.
• Provide tracking and hands-on mentoring for managers and candidates who are hired to assure cultural assimilation, colleague receptivity, career planning and overall success.
• Directly partner with agency leaders and management team to understand, and grow talent pipelines, and recruit for key positions within the agency in the present, and in the future.
• Steward a positive end-to-end candidate experience (sourcing, screening, interviewing, selection and on-boarding) and ensure it follows best-in-class practices and enthusiastically communicates the employment value proposition, reflects the brand and is an engaging candidate experience.
• Lead efforts to continuously improve the selection process with tools, interview guides, testing and interview training that improves overall selection results.
• Develop, revise, and update job descriptions and other relevant recruitment and human resources documents.
• Establish strong working relationships with external talent sources to ensure agency attracts top students from local colleges and universities particularly those with social service programs.
• Coordinate internal resources for campus visits, career fairs, college recruiting and networking social events.
• Maintain compliance with company policies, Federal, State and Local government and funding agency policies, procedures, and regulations.
• Contributes to the overall success of the organization by performing all other duties and responsibilities as assigned, and being able to pivot with ever-changing priorities and newly added job-related responsibilities that arise based on business changes, needs, and demands.

Retention

• Building a strong two-way rapport with staff to have a pulse on the initial New Hire OnBoarding.
• Develops, maintains, and distributes New Hire employee engagement survey reports with recommendations for action planning at both the agency level and departmental level.
• Build employee networks, tasks forces and/or committees as a means of employee feedback and involvement to support retention goals.
• Work with managers and leaders across the board to ensure the organization is an employer of choice.
• Develop and implement strategic initiatives and processes for retaining diverse talent.
• Other additional duties, directions, and tasks as designated by manager.

Position Parameters [other measurable factors]

• Decision-making responsibilities: May have to make limited challenging decisions that could impact the program operations. Ability to influence key and operational management through well-articulated strategies.
• Problem solving responsibility: Exercise a high level of creativity and the ability to think analytically to effectively problem solve with limited information at hand.
• Working relationships and contacts: Foster positive relationships with internal contacts which will include interaction with senior leaders, management, employees within other departments, and direct reports. Will have contact with current and potential business partners.
• Impact/importance of function: Accountable for service delivery for customer satisfaction and to increase positive productivity between Recruitment and operations and ensuring accurate and timely response to issues or concerns that are identified.

Position Requirements and Minimum Qualifications

• Licenses, certifications, degrees, and job-related knowledge:
• Bachelor’s degree in human resources management, business management, or related field with direct work experience in the Recruitment and/or Human Resources industry.
• At least four (4) years of solid full-cycle recruiting experience (as a primary responsibility or lead Recruiter).
• The ideal candidate will exhibit an ability to devise sourcing strategies for potential applicants.
• Experience in end-to‑end [full-cycle] recruiting, using various interview techniques, evaluation methods, clearance, and onboarding processes.
• General knowledge of HR best practices and employment law.
• Proficiency in documenting processes and keeping up with industry trends. Non‑profit environment experience is a strong plus, to understand and be able to work within the budgetary constraints of Recruitment.
• Job‑related skills, including language, mathematical, and reasoning (analytical), creative, and/or communication abilities:
• Previous experience developing and executing recruiting marketing and branding strategies in an environment undergoing change and restructure.
• Must demonstrate an unwavering commitment to professional ethics, discretion, and confidentiality in all internal and external interactions and information.
• Acts as a key representative of the organization, consistently exhibiting a polished demeanor, exceptional judgment, and a proactive, solution‑oriented approach.
• Communicate effectively and establish credibility throughout the organization with Senior Management, department heads, and colleagues as an effective developer of solutions to business staffing challenges.
• Capable of speaking knowledgeably about the company and answer any questions a potential hire may have.
• Ability to act as liaison among a range of internal customers, manage by influence demonstrating strong communication and relationship management.
• Demonstrates high tolerance for ambiguity, adaptability, and resilience.
• Must be capable of adapting to change and shifting gears comfortably.
• Equal ability to work independently or as part of a multi‑functional team with incredible initiative, work well under pressure managing multiple and shifting priorities to complete complex projects in a fast‑paced environment with minimal direction.
• Frequently collaborate with a wide range of colleagues to deliver expected results.
• Highly ethically motivated and results‑oriented, proven creative problem solver with positive respectful proactiveness.
• Demonstrated ability to understand and work with analytical tools, reports and technology.
• Must be highly detail oriented with excellent evaluative and mathematical skills.
• Excellent project management with strong follow‑up skills, time management and presentation skills.
• Superior oral and written communication skills coupled with strong interpersonal skills.
• High level of experience and proficiency working within an HRIS system or a non‑applicant tracking environment and developing workflows.
• Proficient in MS Office, Outlook, Excel, PowerPoint, and Adobe, with a high degree of proficiency in Excel.
• Other:
• Contributes to the overall success of the organization by performing all other duties and responsibilities as assigned by supervisor or designee and being able to pivot with ever‑changing priorities and newly added job‑related responsibilities that arise based on business changes, needs, and demands.
• May be required to work long hours and a varied schedule.
• Travelling throughout various locations in the New York City area.
• Lifting and moving objects weighing up to 30 pounds several times a week.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EEO Statement –Children’s Rescue Fund is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, gender identity, sexual orientation or protected veteran status.