Talent Acquisition Specialist II

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We’re always looking for bright individuals to join our growing organization. As a part of the First Financial Family, we will invest in your development and provide a dynamic work environment where you’re challenged, valued and empowered every day. We strive to be the best destination for the industry’s top talent, creating a diverse, collaborative workplace that celebrates innovation and change. We are one team, working together to get things done.

Job Description:

Office Location:

Abilene, Texas, United States

SCOPE/RESPONSIBILITIES:     

Incumbent assists HR Leadership to design, facilitate, and implement the recruitment strategies of First Financial Bank. Incumbent will identify, recruit, and screen a diverse pool of qualified and capable talent for the organization. Has very frequent contact with employees, applicants and hiring managers across the organization.  Contact is by telephone and face-to-face.  Work is periodically reviewed.  Physical effort required is light. Actively participate in the Customer Service First sales and service culture, support the values of the organization and follow established Bank policies and procedures. 

ESSENTIAL FUNCTIONS:  

• Facilitates and implements all phases of the recruitment process including, but not limited to: timely correspondence through application processing, reference and background checks, new employee onboarding and orientation procedures.
• Collaborates with department managers to identify and draft detailed and accurate job descriptions and hiring criteria.
• Screens candidates, selects qualified and interested candidates for the interviewing phase, and then connects viable candidates with hiring managers.
• Creates and coordinates job posting to corporate job board, and advertisement for external recruitment sites.
• Counsels candidates on the interview and hiring process.
• Schedules interviews; oversees preparation of interview questions and other hiring and selection materials.
• Collaborates with the hiring manager and/or other human resource staff during the offer process, identifying and recommending salary ranges, incentives, start dates, and other pertinent details.
• Follows up with hiring managers after the interview process to determine whether a placement can be made; collects feedback when placement is unsuccessful.
• Checks candidates’ references and credentials, verifying experience and backgrounds.
• Compose and extend job offers to candidates.
• Process new hires into the ATS system and ensure all employee records are maintained and updated with new hire information or changes in employment status.
• Organizes and attends job fairs, campus career fairs, and events, participates in recruiting sessions, and other networking opportunities.
• Ensures compliance with federal, state, and local employment laws and regulations, and company policies.
• Prepares, coordinates, and distributes HR-related reports as requested
• Performs special project assignments for HR Leadership
• Travel to other branches in the assigned regions to maintain and foster relationships with hiring managers.
• Commitment to continuous learning and development to keep up with changes and best practices.
• Performs all other duties as assigned.
• Work on all special projects, cross train in other Human Resource department functions and all other duties assigned.

MINIMUM QUALIFICATIONS:

• Bachelor’s degree in Human Resources or related field, and 3 years’ human resources equivalent work experience, required.
• One year of full-cycle recruitment and hiring process required.
• SHRM-CP/ SHRM-SCP, PHR/SPHR certification, and recruiting experience is preferred.
• Excellent verbal and written communication skills.
• Excellent interpersonal skills with good negotiation tactics.
• Ability to create and implement sourcing strategies for recruitment for a variety of roles.
• Proactive and independent with the ability to take initiative.
• Excellent time management skills with a proven ability to meet deadlines.
• Familiarity with laws, regulations, and best practices applicable to hiring and recruitment.
• Proficient with or the ability to quickly learn applicant-tracking software or other recruitment systems.
• Proficient with Microsoft Office Suite or related software.

The above statements reflect the general details considered necessary to decide the principal functions of the job identified and shall not be construed as a detailed description of all work requirements that may be inherent in the job.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)