Talent Operations Specialist

Unity School Of Christianity; Unity Village (MO); On-site; USD 52,000 - 68,000; Full time

Job summary

Unity School Of Christianity in Unity Village, MO is seeking a full-cycle recruiter to partner with hiring managers, design interviews, source candidates, and manage the ATS to fill roles efficiently.

You will lead onboarding, stay interviews, compensation benchmarking, and DEI-aligned talent pipelines, ensuring a high-touch, customer-service approach for managers and candidates.

Qualifications

• Education: Bachelor’s degree in Human Resources, Business, or related field, or equivalent experience.
• 2+ years of full-cycle recruiting experience; nonprofit or mission-driven organization experience preferred.
• Experience facilitating onboarding, training, or employee-engagement programs preferred.
• Strong interpersonal, active-listening, and communication skills — this role handles sensitive conversations with discretion.

Responsibilities

• Serve as a consultative partner to hiring managers — advising on role scope, market conditions, and interview design.
• Partner with hiring managers to scope open roles, write/update job descriptions, and set hiring timelines.
• Source, screen, and coordinate interviews for all open positions.
• Own requisitions and candidate pipeline in the ATS.
• Extend offers and coordinate background checks, references, and pre-employment requirements.
• Track and report recruiting metrics: time-to-fill, source of hire, offer-acceptance rate, cost-per-hire.
• Build pipelines with local colleges, community and faith-based networks, and other talent sources aligned to the mission.

Skills

Communication skills

Customer service mindset

Interpersonal skills

Consultative partnership

Interview scheduling

ATS/HRIS proficiency

Education

Bachelor's degree in HR/Business

Tools

ATS/HRIS

Job description

Job Details

Job Location: Unity School of Christianity - Unity Village, MO 64065

Position Type: Full Time

Salary Range: $52,000.00 - $68,000.00 Salary/year

Essential Job Functions

Full-Cycle Recruiting

• Serve as a consultative partner to hiring managers — advising on role scope, realistic timelines, market conditions, and interview design rather than simply processing requests
• Partner with hiring managers to scope open roles, write/update job descriptions, and set hiring timelines
• Source, screen, and coordinate interviews for all open positions
• Own requisitions and candidate pipeline in the applicant tracking system (ATS)
• Extend offers and coordinate background checks, references, and pre-employment requirements
• Track and report recruiting metrics: time-to-fill, source of hire, offer-acceptance rate, cost-per-hire
• Build pipelines with local colleges, community and faith-based networks, and other talent sources aligned to the organization's mission

Hiring Manager Partnership & Customer Service

• Act as the primary, dedicated point of contact for hiring managers throughout the hiring process, providing proactive status updates rather than waiting to be asked
• Deliver a consistently high-touch, responsive experience for hiring managers, candidates, and new hires — treating every hiring, onboarding, and offboarding interaction as a customer-service relationship
• Set clear expectations with hiring managers up front and follow through reliably, so managers experience the process as supported rather than self-service
• Solicit feedback from hiring managers, candidates, and new hires after key milestones, and use it to continuously improve the experience
• Build genuine working relationships across departments to understand each team's culture and anticipate hiring needs before they become urgent

Onboarding & Orientation

• Design, schedule, and facilitate new-hire onboarding and orientation programs
• Coordinate paperwork, systems access, equipment, and first-week logistics with IT, Facilities, and Payroll
• Serve as the new hire's point of contact through their first 90 days
• Gather onboarding feedback and continuously refine the experience

Exit & Stay Interviews

• Conduct exit interviews for departing employees; identify themes and report findings to People Support leadership
• Conduct proactive stay interviews with current employees to surface engagement and retention risk
• Recommend retention actions based on interview data and trends

Training

• Coordinate and/or deliver select training (new-hire training, required compliance training, development sessions)
• Partner with subject-matter experts and the Senior HR Generalist to schedule training and track completion
• Maintain training records and compliance documentation

Compensation Review & Benchmarking

• Conduct a periodic (at minimum annual) review of the organization's compensation structure against Missouri/Midwest nonprofit market data
• Benchmark current role salary ranges against comparable positions using reputable third-party salary sources and/or salary surveys
• Identify roles or pay bands that are below, at, or above market and flag competitiveness gaps and pay equity concerns to the Chief People Officer
• Maintain up-to-date market data and documentation to support budgeting and offer decisions
• Partner with the Chief People Officer on any resulting pay structure recommendations

Diversity in Talent Management

• Build and maintain candidate pipelines that reach a broad range of qualified talent, including partnerships with HBCUs, community colleges, professional associations, and other diverse talent networks alongside existing local college, community, and faith-based sources
• Write and review job postings for inclusive language and structure screening and interview processes to support consistent, equitable evaluation of every candidate
• Track diversity of applicants, interview slates, and hires across the recruiting funnel and report trends to the Chief People Officer
• Partner with the Chief People Officer and Senior HR Generalist on workforce diversity goals and initiatives, ensuring recruiting practices support the organization's broader DEI strategy
• Stay current on inclusive sourcing and talent-management practices and recommend improvements as the organization grows

Other

• Support broader People Support projects and initiatives as needed
• Maintain strict confidentiality of employee and candidate information
• Perform other duties as assigned

Qualifications

• Education: Bachelor's degree in Human Resources, Business, or related field, or equivalent experience
• Bachelor's degree in Human Resources, Business, or related field, or equivalent experience
• 2+ years of full-cycle recruiting experience; nonprofit or mission-driven organization experience preferred
• Experience facilitating onboarding, training, or employee-engagement programs preferred
• Strong interpersonal, active-listening, and communication skills — this role holds sensitive conversations (exit and stay interviews) that require discretion and good judgment
• A genuine customer-service mindset — patient, responsive, and solutions-oriented with hiring managers, candidates, and employees, even under competing deadlines
• Comfortable operating as a consultative partner rather than an order-taker — able to guide and push back on hiring managers when helpful, not just execute requests
• Comfortable working independently and prioritizing across multiple open roles and lifecycle touchpoints at once
• Proficiency with an ATS/HRIS and standard office software; comfortable working with salary survey data and spreadsheets for benchmarking
• Exposure to compensation benchmarking, market pricing, or pay equity analysis strongly preferred
• PHR, SHRM-CP, or similar certification a plus, not required

Work Environment & Physical Requirements

Activity Frequency

Inside Work C

Outside Work N/A

Use of Hands/Fingers C

Lifting/Carrying: 25 Max lbs. F

Climb- Stairs/Ladders O

Reach (select): Overhead /Forward N/A

Sitting/Workstation F

Traveling O

Exposure to Hazards N/A

Excessive Noise N/A

Exposure to Temperatures N/A

Operate Computer C

Talk/Communicate C

Operate Company Vehicles C

Taste/Smell N/A

Standing/Walking F

Stoop/Kneel/Crouch/Crawl O

Read/See C

Operating Company: Copier, Fax, Printer, Telephone System C

Personal Protective Equipment: N/A

N/A Not Applicable Activity - Not applicable to this occupation O Occasionally Position requires this activity up to 0-27% of the time (02.5 or < hrs/day) F Frequently Position requires this activity up to 27-61% of the time (02.5-5.5 hrs/day) O Constantly Position requires this activity up to 61-100% of the time (5.5+ hrs/day)

Additional Information

Work Environment: Office environment based on-site at Unity Village. Some early-morning, evening, or weekend flexibility may be needed to support onboarding cohorts, orientation sessions, or hiring events.