E26/27 EMPLOYMENT SPECIALIST (Human Resources)

The Employment Specialist is a professional position that requires the employee to apply expertise in talent acquisition, strategic sourcing, HRIS systems, recruitment marketing, retention, and customer service. The assignments involve a broad variety of tasks and programs such as developing targeted recruitment strategies, designing, and executing high-impact hiring initiatives, building pipelines for hard-to-fill positions, managing candidate care efforts, and training hiring managers on equitable recruitment practices. Each task requires evaluation of information, selection among multiple courses of action, and adaptation of methods to changing workforce needs. In carrying out this work, the Specialist must consider varying conditions, competing recruitment priorities, evolving labor market trends, and equity and compliance requirements, which often require interpretation rather than the application of clear-cut procedures. The level of difficulty and originality increases as the employee refines sourcing approaches, designs recruitment marketing content, develops new partnership strategies, or responds to unique staffing challenges, such as addressing shortages in critical roles or engaging underrepresented talent pools. The employee frequently develops or adjusts techniques to address incomplete or conflicting data, varying staffing needs across departments, or unusual recruitment circumstances. This role requires sustained judgment, adaptability, and innovation, as well as the ability to represent APS professionally at recruitment events, build strategic external relationships, and ensure the district’s talent acquisition efforts align with workforce goals, diversity initiatives, and compliance standards.

GUIDELINES:

The HR Employment Specialist performs work guided by federal and state employment laws such as ADA, FLSA, EEO, and Title VII; negotiated CBA’s, APS employment policies and Pip’s; recruitment, selection, onboarding, and classification processes; collective bargaining provisions; equity and diversity hiring practices; and internal operating procedures, service standards, and workflow documentation. The employee also relies on structured HRIS and applicant tracking system (STARS+) workflows, data integrity requirements, and auditing guidelines that govern how information is entered and maintained. While these guides provide a consistent framework for compliance and standardization, they do not always address the unique or evolving circumstances encountered in strategic recruitment, talent sourcing, or candidate engagement. As a result, the Specialist must exercise judgment in interpreting guidelines, adapting established strategies, and determining how best to apply procedures to meet workforce needs. The employee is expected to recommend improvements when processes are outdated or insufficient, while ensuring strict adherence to legal and policy requirements. Situations involving ambiguity, sensitive issues, or potential deviations from established practices must be elevated to HR leadership for review, but routine recruitment decisions require the Specialist to independently interpret and apply guidelines with moderate discretion.

CONTACTS:

The Employment Specialist maintains frequent contact with hiring managers and department heads to assess staffing needs, develop recruitment strategies, coordinate interviews, and resolve onboarding or process-related issues; applicants and candidates to provide information, deliver candidate care, coordinate interviews, address concerns, and influence interest in APS positions; and HR team members to align talent acquisition strategies, coordinate onboarding activities, and ensure accuracy in HRIS system updates. The Specialist also interacts with Payroll and Benefits staff to resolve questions regarding start dates or new-hire processing; with HRIS personnel to coordinate system access and troubleshoot HRIS-related issues; and with vendors, job boards, and social media representatives to negotiate advertising, address technical problems, and evaluate sourcing channels. Additional contacts include university partners, community organizations, workforce development groups, professional associations, and job fair sponsors, often requiring the Specialist to establish credibility, negotiate participation terms, or coordinate events. Some contacts involve individuals who may be unfamiliar with hiring procedures, skeptical of employment decisions, or dissatisfied with aspects of the recruitment process, requiring the Specialist to exercise tact, diplomacy, and problem-solving skills. These interactions serve purposes such as exchanging information, resolving issues, influencing candidate decisions, coordinating cross-functional tasks, and supporting APS’s goals of building strong talent pipelines and ensuring equitable, consistent hiring practices. Responds promptly to applicant, employee, and manager inquiries with exceptional customer service and supports employee referral initiatives. Performs other duties as assigned or required.

ESSENTIAL FUNCTIONS:

Develops and implements sourcing strategies for hard-to-fill, critical, or high-volume positions using job boards, social media, networking, employee referrals, and community outreach.

Builds and maintains talent pipelines through proactive sourcing and continuous relationship development.

Conducts market research and competitive analysis to inform recruitment strategies.

Designs and distributes recruitment materials, flyers, social media content, and branding initiatives to support APS visibility and employer branding.

Manages posting strategies across job boards, professional associations, workforce networks, and APS digital platforms.

Promotes APS recruitment events, vacancies, and hiring campaigns through targeted outreach efforts.

Cultivates partnerships with universities, colleges, community organizations, military transition programs, and workforce development agencies.

Participates in job fairs, career expos, and special hiring events, including evenings and weekends as required.

Coordinates APS-hosted recruitment events and represents APS as a subject matter resource.

Manages candidate care programs to reduce candidate drop-off and improve acceptance rates; provides timely and personalized communication.

Screens applications, reviews qualifications, and recommends candidates to hiring officials.

Trains hiring managers on effective recruitment strategies, equitable hiring practices, EEO guidelines, and applicant tracking procedures.

Utilizes STARS+ and related HRIS systems to ensure accurate job postings, workflow tracking, and hiring data integrity.

Processes personnel actions, requisitions, and new-hire records with accuracy and compliance.

Generates recruitment metrics and dashboard reports; analyzes data to inform recruitment decisions and process improvements.

Supports onboarding coordination with HR, IS, Payroll, and Benefits teams to ensure a smooth and timely new-hire experience.

Ensures accurate and compliant document collection, employment verifications, and pre-employment tasks.

Responsible for developing, implementing, and monitoring strategies that strengthen engagement, support ongoing participation, and improve overall retention outcomes.

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES:

• Knowledge of talent acquisition principles, sourcing strategies, workforce trends, and competitive recruitment landscapes, including the ability to design and execute targeted sourcing plans, identify high-yield recruitment channels, and tailor strategies to hard-to-fill roles and evolving market conditions.

   

• Knowledge of HRIS platforms, applicant tracking systems (such as STARS+), data integrity standards, and retention metrics, with the skill to navigate, update, troubleshoot, and generate reports within these systems while ensuring compliance, accuracy, and proper workflow execution.

• Skill in recruitment marketing, content development, social media promotion, and employer branding, including the ability to create compelling outreach materials, support event planning, and leverage digital platforms to attract diverse and qualified applicant pools.

• Ability to establish and maintain effective relationships with universities, community organizations, workforce partners, and other external stakeholders, and to use these partnerships to build sustainable talent pipelines that support APS hiring needs.

• Knowledge of federal, state, and local employment laws, APS HR policies, and EEO/DEI hiring standards, with the ability to apply these guidelines appropriately to ensure compliant, equitable, and consistent recruitment and selection practices.

• Skill in advanced sourcing, networking, and candidate engagement, including the ability to communicate effectively, provide timely candidate care, influence applicant interest, and maintain professional and diplomatic interactions with diverse stakeholders.

• Ability to analyze recruitment data, interpret metrics, identify trends, and recommend process improvements, using data-driven insights to enhance sourcing strategies, refine hiring workflows, and strengthen overall recruitment outcomes.

• Ability to manage multiple priorities in a fast-paced environment and work both independently and collaboratively, including representing APS professionally at public events, coordinating with cross-functional teams, and adapting recruitment approaches to meet changing organizational needs.

MINIMUM EDUCATION, TRAINING, AND EXPERIENCE:

Education: A bachelor’s degree in human resources, business administration, communications, or a related field preferred. 

Experience: A minimum of three (3) years of progressively responsible experience in talent acquisition and human resources, including hands-on work with applicant tracking systems, HRIS platforms, sourcing methods, and candidate engagement, required. 

LICENSE/CERTIFICATION:

None required.

Professional HR certifications such as SHRM-CP, PHR, IPMA-HR, or equivalent preferred.

PHYSICAL DEMANDS:

The physical demands of this position require the employee to regularly engage in activities such as walking, standing, and traveling to and from job fairs, recruitment events, and meetings, sometimes for extended periods. The work also requires the ability to lift and carry materials weighing between 10 and 25 pounds, including recruitment displays, event supplies, and informational resources. In addition, the position involves prolonged periods of computer-based work using HRIS and applicant tracking systems, requiring sustained attention, manual dexterity, and the ability to remain seated for extended durations. These physical requirements occur on a recurring basis as part of the normal duties of the role.

HAZARDOUS/UNUSUAL DEMANDS:

The work environment occasionally requires the employee to operate under conditions that fall outside typical office routines. The position may involve evening or weekend work to support recruitment events, job fairs, and outreach activities that occur beyond standard business hours. The employee may also be required to travel within or outside Virginia to attend university visits, conferences, or regional recruitment events, which can involve varying travel conditions and unfamiliar work settings. During high-volume hiring periods, such as peak recruitment seasons, the employee may experience increased workload demands that necessitate extended hours to meet critical deadlines and ensure timely staffing. These conditions require flexibility and the ability to adapt to fluctuating schedules and environments.

Salary range: $73,839.00 to $121,025 annually, based on the 26/27 pay plan.

 Please Note: Arlington Public Schools receives a high volume of applications for many positions. As a result, only candidates who are identified as meeting the qualifications and whose experience and skills best align with the needs of the school, department, or office may be contacted for an interview. We appreciate the interest of all applicants; however, submission of an application does not guarantee an interview or individual contact regarding the status of an application.

It is the policy of the Arlington School Board, as stated in the School Board Policy 35-4.4, that employment opportunities shall not be restricted, abridged or otherwise adversely affected on the basis of race, national origin, creed, color, religion, gender, age, economic status, sexual orientation, marital status, genetic information, pregnancy status, veteran status, gender identity or expression, and/or disability.