Talent Acquisition Manager- Talent and Culture

NOTICE TO APPLICANT

Job Description

PURPOSE SUMMARY. Manage the Talent Acquisition Division within the Talent & Culture Department by overseeing countywide talent acquisition, compensation and classification programs, workforce planning initiatives, recruitment operations, and workforce analytics. Provides leadership, guidance, and recommendations to support effective talent management, operational improvements, and the County’s ability to attract and retain a qualified workforce.

ESSENTIAL DUTIES. 

1. Manage Talent Acquisition and Compensation & Classification Operations

• Manage the daily operations of the Talent Acquisition and Compensation & Classification programs.

• Plan, organize, coordinate, and evaluate assigned program activities to support County workforce objectives.

• Establish operational priorities, procedures, performance expectations, and service delivery standards within assigned areas.

• Monitor program effectiveness and recommend improvements to enhance efficiency, consistency, and customer service.

• Supervise, train, coach, and evaluate assigned staff.

2. Oversee Countywide Talent Acquisition Programs

• Oversee recruitment, selection, and onboarding processes for County departments in accordance with established policies and procedures.

• Implement recruitment strategies that support organizational staffing needs and improve candidate outreach and retention.

• Coordinate recruitment initiatives, including public safety recruitment, community outreach, workforce partnerships, internship programs, and talent pipeline development.

• Analyze recruitment activity, vacancy trends, and hiring outcomes to identify opportunities for process improvements.

• Partner with departments to address recruitment challenges and provide guidance regarding staffing needs.

3. Manage Compensation and Classification Activities

• Manage compensation and classification activities, including job description development, classification reviews, salary analyses, and position evaluations.

• Conduct and review market analyses, salary studies, and classification recommendations.

• Evaluate requests for new positions, reclassifications, salary adjustments, and organizational changes and provide recommendations.

• Support consistent application of compensation practices, internal equity principles, and classification standards.

• Recommend compensation strategies that support recruitment and retention objectives.

4. Support Workforce Planning and Organizational Initiatives

• Analyze workforce data, labor market trends, vacancy rates, turnover, and recruitment outcomes to identify workforce needs.

• Support the development and implementation of workforce planning, succession planning, and employee engagement initiatives.

• Coordinate employee recognition, organizational culture, and engagement programs.

• Evaluate program effectiveness through data analysis, participation trends, and employee feedback.

• Provide recommendations to support organizational effectiveness and employee experience.

5. Provide Workforce Analytics and Operational Reporting

• Collect, analyze, and interpret recruitment, compensation, classification, and workforce data.

• Develop reports, dashboards, and presentations related to workforce trends, program performance, and operational outcomes.

• Identify opportunities for process improvements through data analysis and performance measurement.

• Provide information and recommendations to leadership to support informed decision-making.

6. Ensure Policy Compliance and Process Improvement

• Develop, update, and maintain procedures, guidelines, and operational practices related to assigned programs.

• Ensure compliance with applicable laws, regulations, County policies, and professional standards.

• Evaluate processes and recommend improvements to increase efficiency, consistency, and service delivery.

• Support implementation of technology improvements, audits, corrective actions, and organizational initiatives.

7. Support Department Leadership and Resource Management

• Provide guidance and consultation to managers and departments regarding recruitment, classification, compensation, and workforce matters.

• Assist department leadership with workforce-related projects, organizational initiatives, and special assignments.

• Assist with budget development, resource planning, contracts, and vendor coordination.

• Represent the Talent & Culture Department on committees, professional organizations, and collaborative initiatives as assigned.

ADDITIONAL DUTIES.  Other duties as assigned.

QUALIFICATIONS.

A.  Education. Bachelor’s degree from an accredited college or university in Human Resources, Business Administration, Public Administration, Industrial/Organizational Psychology, Organizational Leadership, or a closely related field. Master’s degree from an accredited college or university in a related field is preferred.

B.  Experience. Five (5) years of progressively responsible professional experience in talent acquisition, compensation and classification, workforce planning, organizational development, or human resources administration. Three (3) years of supervisory or management experience leading professional staff, developing organizational initiatives, and managing complex projects or programs. Public sector human resources experience, including experience in talent acquisition, compensation and classification, or related human resources functions, is preferred.

C.  Education/Experience substitution. N/A

D.  Licenses/Certifications. Valid driver’s license. Must maintain a valid driver’s license and an acceptable driving record in accordance with County policy. SHRM-CP, SHRM-SCP, PHR, SPHR, PSHRA-CP, PSHRA-SCP, or other comparable human resources certification is preferred.

E.  Other (e.g., post-offer medical exam, polygraph, background check, driver’s license record, etc.). Must pass pre-employment background check and driving record check. 

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED BY THE POSITION:

Knowledge of:

• Principles and practices of talent acquisition and workforce planning.

• Compensation and classification administration, job evaluation, salary administration, and market analysis.

• Organizational development, employee engagement, and workplace culture strategies.

• Recruitment marketing, talent pipeline development, and workforce analytics.

• Applicable federal and state employment laws, regulations, and human resources practices. Principles of supervision, leadership, coaching, and employee development.

• Budget development and resource management.

• Public administration principles and practices.

• Data analysis, performance measurement, and strategic planning.

• Modern office technology and human resource information systems.

Skill in:

• Strategic leadership and organizational planning.

• Developing and implementing recruitment, workforce, and talent management initiatives.

• Analyzing workforce data and applying data driven decision making technique.

• Managing projects, programs, and organizational initiatives.

• Developing and maintaining collaborative relationships with executive leadership and stakeholders.

• Written and verbal communication, including executive presentations and report preparation.

• Facilitating discussions, resolving conflicts, and supporting organizational solutions.

• Coaching, mentoring, and evaluating professional staff.

• Policy development and process improvement.

Ability to:

• Develop and implement strategic workforce initiatives that align with organizational priorities.

• Exercise sound independent judgment in the interpretation and application of County policies and employment regulations.

• Analyze complex workforce, compensation, and organizational data and develop practical recommendations.

• Lead organizational change and continuous improvement initiatives.

• Manage multiple priorities while maintaining exceptional customer service.

• Build effective working relationships with elected officials, executive leadership, department directors, employees, and external partners.

• Communicate effectively with diverse audiences, both orally and in writing.

• Plan, organize, and direct the work of professional staff.

• Prepare comprehensive reports, recommendations, and presentations for executive leadership.

• Maintain confidentiality while exercising sound judgment and discretion.

Compensation Range

Doña Ana County is an Equal Employment Opportunity Employer. It is our policy to abide by all federal and state laws prohibiting employment discrimination on the basis of a person’s race, color, religion, age, national origin, sex, disability, serious medical condition, genetic information, ancestry, spousal affiliation, gender identity, sexual orientation or any other unlawful criteria, except where a reasonable Bona Fide Occupational Qualification exists.

Doña Ana County will make reasonable accommodation(s) for the known physical or mental limitations of an applicant with a disability, upon request, unless the accommodation(s) would cause an undue hardship on the operation of the County. Please see http://www.donaanacounty.org/ada/ for our Public Notice and to get the Testing/Interview Accommodation Request Form or call 575-647-7210 for assistance.