Talent Acquisition & Staffing Manager

Title: Talent Acquisition & Staffing Manager

Location: Washington, D.C. Metro Area

Summary

Rios Partners is a mission-driven consulting firm creating positive change by delivering value for our clients, investing in our employees, and solving tough problems that benefit our local and global communities. We ground our approach in empathy, enabling our team members to better hear our customers’ challenges and work together to develop effective solutions. As a team, we know what it takes to move organizations forward with measurable, sustainable results.

Our primary consideration when evaluating candidates is alignment with our Mission and Values.

Job Description

We are seeking a self-driven Talent Acquisition Manager to join our team. An experienced professional to play a crucial role in finding and retaining top talent for the company. This position will be in charge of planning, developing, and implementing the Talent Acquisition Strategy as well as the recruitment process. In addition, this role has a unique component as a staffing manager to develop, implement, and oversee the staffing operation at Rios. This position will design appropriate guidance and training for all relevant stakeholders (e.g., consulting staff, leadership group) to drive staffing decisions. This role will work with Partners and project leadership to capture all staffing requirements and provide recommendations for staffing gaps based on employees’ availability, skills, interests, and enterprise-wide needs. This role will also manage talent resources and ensure all requests for surge support or internal company initiatives are efficiently fulfilled. Lastly, this role will determine staffing needs and (with HR) to ensure all consulting staff manager and job title information is effectively updated.

As Head of Talent Acquisition, you will:

• Develop and Deliver Talent Acquisition Strategy
• Identify hiring needs over time and develop a plan to fill them
• Track, maintain, and analyze current/historical hiring needs (while also incorporating business development activities) in order to improve employee hiring forecast
• Take ownership of the end-to-end Talent Acquisition Process
• Lead Talent Acquisition of Project Leader, Principal and non-consulting staff positions:
  • Develop/maintain the process for supporting Hiring Managers with developing Job Descriptions
  • Source and engage qualified candidates for current and forecasted positions via a diverse set of recruiting channels (e.g., LinkedIn, job boards)
  • Conduct initial screens of candidates / provide Hiring Manager qualified candidates to interview
• Provide oversight of Analyst/Consultant recruiting projects
  • Make strategic decision pipeline size, stage goals, and start/stop based on input from staffing
  • Coach the Recruiting Team on how to best manage pipelines from Application through Awaiting Phone screen
  • Ensure all case interviews are scheduled, materials distributed, and follow-up case interview notes captured
  • Institute a continuous improvement process for TA (e.g., resume reviews, screens, interviews, etc.) with the support of a volunteer interviewing team - document updates
• Provide candidates offers / negotiate offers
• Send rejections letters to all rejected candidates
• Maintain correspondence with all candidates we want to “Stay in Contact” with
  • Maintain Applicant Tracking System (ADP) and become the company Subject Matter Expert on all recruiting systems and applications; conduct periodic ATS trainings for new team members
  • Manage the Employee Referral program (i.e., maintain the tracking system and ensure the program operates end to end)
• Lead Campus Recruiting
  • Serve as a Rios Partners brand ambassador at career fairs, college fairs, and similar events as well as to universities
  • Recruit Rios Partners employees to be brand ambassadors and support campus recruiting
• Establish and maintain an Employee Experience program related to Talent Acquisition / make recommendations for improving the candidate experience
• Ensure performance standards are maintained across the recruiting team
  • Develop and provide recurring recruiting trainings for the broader TA team (e.g., resume screeners, phone screeners, interviewers)
• Support development and delivery of Employer branding
• Host internal/external TA meetings
• Develop the set of required Talent Acquisition meetings to ensure the team (i.e., Talent Acquisition team, Recruiting Staff, Rios Partners leadership, etc.) is informed of all Talent Acquisition activities
• Develop agendas for and facilitate Talent Acquisition meetings
• Brief internal team no less than weekly on the status of the pipeline
• Lead correspondence with candidates; manage the Careers email address [ensure no unread emails]
• Work with the staffing lead to understand hiring requirements
• Collaborate with HR on an ongoing basis to:
  • Implement Affirmative Action Plan
  • Ensure end-to-end Talent Acquisition process meets legal requirements
• Develop Diversity, Equity, and Inclusion (DEI) strategy and implement DEI initiatives to ensure Rios team members feel their perspectives and lived experiences are valued in their place of work
• Retain talent

As Staffing Manager you will:

• Develop, implement, and oversee the staffing operations at Rios
• Designs appropriate guidance and training for all relevant stakeholders (e.g., consulting staff, leadership group)
• Work with Partners and project leadership to capture all staffing requirements and provides recommendations for staffing gaps
• Manages talent resources and ensures all requests for surge project support or company internal initiatives are efficiently fulfilled
• Communicate staffing needs and with HR to ensure all consulting staff manager and job title information is effectively updated

Required Education, Skills, and Experience

• 10 years of experience as TA Manager or similar HR role
• Bachelor’s Degree in Human Resources, Business Administration or similar relevant field
• In-depth knowledge of full-cycle recruiting and employer branding techniques
• Familiarity with a variety of different selection methods (interviews, assignments, psychological test etc.)
• Hands on experience with posting jobs on social media and job boards
• Experience with HRIS, ATS, Sourcing and Recruitment Marketing tools
• Strong Project Management skills
• Strong Relationship Management skills
• Strong quantitative and qualitative data analysis skills
• Critical thinker and problem-solving skills
• Great interpersonal and communication skills
• Strong knowledge of Human Resources law
• Proficiency with Excel and Power Point

Preferred Education, Skills, and Experience

• Experiences supporting staffing, recruiting and human resources function at a small to medium-sized firm
• Preferred Microsoft Galaxy or any other CRM experience
• Experience managing senior client or executive relationships
• Team leadership experience

Additional information

• U.S. work authorization required
• Ability to obtain and maintain a public trust clearance
• Must be willing to operate in hybrid environment, including work in-person at the Rios Partners office in Arlington, VA, and virtually from home

Recruiting Process

Applicants should submit a tailored one-page resume which clearly displays 8 years of post-graduate, full-time professional experience and concisely communicates how past education and experience will allow them to be successful as a Rios Partners Staffing Manager. Cover letters, writing samples, and transcripts are not required. Please read the “Recruiting Process” section of the “Join Our Team” page for detailed information about successfully navigating the process.

Benefits Information:

• Profit-sharing/Performance Bonus: Rios Partners is committed to ensuring the success of the organization benefits the entire team. As such, a portion of profits is paid out to employees. The total amount of Profit-Sharing/Performance Bonus distributed to the team may vary year to year and will depend on numerous factors, including market conditions, company performance, and individual performance.
• Retirement plan: Rios Partners offers a 401(k) and contributes an amount equivalent to 3% of the employee’s base salary each month to the designated fund. Employees may choose to contribute additional money into the 401(k) from their paycheck each month.
• Health insurance: Rios Partners covers 90% of the premium for both the employee and their dependents for a variety of plan options through United Healthcare. (Please see the “Rios Employee Benefits” section of the “Join Our Team” page to review comprehensive health insurance policy documents.)
• Vision insurance: Rios Partners covers 90% of the premium for both the employee and their dependents for vision insurance plan through VSP. (Please see the “Rios Employee Benefits” section of the “Join Our Team” page to review comprehensive vision insurance policy documents.)
• Dental insurance: Rios Partners covers 90% of the premium for both the employee and their dependents for dental insurance plan through Guardian. (Please see the “Rios Employee Benefits” section of the “Join Our Team” page to review the dental insurance policy documents.)
• Disability insurance: Rios Partners will pay 100% of the premium for both short-term and long-term disability insurance provided through Guardian.
• Paid Time Off (PTO) and holidays: You will be eligible for three weeks of PTO (15 days) and 12 paid holidays each year. In additional accrued PTO, Rios Partners provides additional time off for both expected and unexpected events (e.g., Bereavement Leave, Jury Duty, Voting).
• Maternity, Paternity, and Adoption Leave: Rios Partners celebrates employees’ choice to become parents. We are also aware that pregnancy and caring for an infant or a newly adopted child may cause additional life complexities. As such, we provide employees twelve (12) weeks of paid leave in association with the birth of an employee’s own child or the placement of a child with the employee in connection with adoption or foster care. To be eligible for Maternity/Paternity/Adoption Leave Program, team members must: 1) Have worked at Rios Partners full-time for a minimum of 12 continuous months. 2) Be in good employment standing with Rios Partners (i.e., not on probation). 3) Request leave a minimum of 30 days in advance if possible. If this is not possible, please place your request as soon as possible once you become aware of it. Regardless of eligibility for the Rios Partners Maternity/Paternity/Adoption Leave Program, all Rios Partners employees are eligible for the Department of Labor’s Family and Medical Leave Act entitlements as well as Rios Partners Short Term Disability plan.
• Employee Assistance Program: Rios Partners cares about the mental health of our employees. Through our employee assistance program, ComPsych, we offer 5 EAP sessions to address personal issues such as relationship struggles, substance abuse, parenting challenges and grief. ComPsych, if you decide to utilize the service, also provides FinancialConnect, LegalConnect and FamilySource to provide support and resources for every eligible employee.
• Training and Development: Rios Partners is committed to helping you achieve your highest potential. Our personal view is that this is best accomplished through a combination of client engagements, opportunities to take on new roles within the team, and internal (team) / external (expert) training.

Equal Opportunity Employer

Rios Partners is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.

Rios Partners is an E-Verify Employer. Click here for more information on E-Verify.

Seniority Level: Mid-Senior Level

Functions: Human Resources, Consulting, Project Management

Workplace Type: Hybrid

Job Type: Full-time