Recruiter

JOB SUMMARY

This position leads recruiting efforts and is responsible for ensuring those efforts exemplify best practices for diversity, equity and inclusion in all phases of the recruiting process, and for hiring diverse staff that are integral to the work of the National Trust. The Recruiter must understand the barriers to recruiting and retaining diverse staff, increase recruitment and retention of diverse staff /interns, and engage/train staff in DEIA hiring practices.

This position oversees all aspects of the recruiting, hiring and onboarding process, including developing job descriptions, leveling/posting vacant positions, screening resumes, scheduling/conducting phone interviews, checking references and negotiating job offers.

The Recruiter is also responsible for legal compliance in all aspects of hiring and onboarding, and for ensuring that interviews, background/credit checks, social media screens and applications form/processes are always kept current. This position coaches and trains hiring managers to provide them with the skills to effectively recruit well qualified, diverse candidates. This position also has primary responsibility for the internship and scholarship program, and for participating in internal diversity and affinity group initiatives.

DUTIES

Recruiting (70%)

• Responsible for all full-/part-/limited recruitments, including ensuring a robust pipeline of diversified, qualified candidates for open positions and minimal time to hire. Supervises and, as appropriate, assists with Seasonal and subsidiary recruitments. Keeps VP of HR and senior leadership apprised regarding the status of current and anticipated recruitments.
• Ensures all recruiting practices and forms, both at headquarters and across the organization, are legally compliant and efficient. Analyzes current processes and works with the VP of HR to enhance as possible.
• Diagnoses job vacancies and strategizes best recruitment approach to fill them, including targeted, innovative sourcing techniques as required. Coaches and trains hiring managers to provide them with the skills to effectively recruit well qualified, diverse candidates. Coaches hiring managers to mitigate unconscious bias.
• Resolves complexities regarding recruitment processes, onboarding and fair employment, keeping the VP of HR informed as appropriate. Cultivates effective working relationships with staffing agencies and, when used, external recruiters.
• Reviews &/or creates job descriptions and ensures appropriate FLSA status for open positions. Refashions job descriptions to include inclusive language. Ensures timely postings, organizes interview processes; reviews final candidates with the Vice President of HR for authorization to hire.
• Reviews compensation levels for open positions. Ensures grade structure, title and compensation are correct for the position and in line with other positions across the organization. Ensures ongoing review and periodic updates as required of internal grade structure and compensation levels. Participates in various local and national surveys to ensure appropriate benchmarks are available.
• Creates an excellent first impression with candidates and cultivates interest in open positions. Develops approaches that are consistent with the organization’s branding and inclusion strategies. Handles hiring managers’ expectations effectively and balances filling positions quickly vs. effectively, pushing back diplomatically and effectively as necessary. Identifies and successfully recruits high quality candidates. Plans ahead and prepares for hiring surges.
• Develops new and builds on existing partnerships with diverse organizations to reach a broader candidate pool. Uses recruitment as an opportunity to build awareness of preservation, engage the public and help promote preservation as a movement. As possible, participates in job fairs, campus recruitments/representation and other outreach partnerships, with an emphasis on building minority recruitment and a pipeline of potential future candidates. Participates in internal and external diversity initiatives as appropriate to develop a qualified and diverse pool of candidates for open positions.
• Checks and reports on references, negotiates salary offers and ensures that all recruiting files and paperwork are neatly maintained and accessible to other HR staff as needed. Ensures conflict-of-interest, outside employment and other special situations are resolved and agreements captured in writing prior to hire.
• Leverages HR staff and vendors as appropriate for assistance in managing resumes and tracking/scheduling/screening and processing candidates.
• Provides reports, statistics and trend analysis on recruiting and staffing, hiring and turnover as requested.
• Manages temp staffing, including scoping internal requests, and works with temp agencies and hiring managers to ensure candidates are appropriately screened and onboarded. Ensures all contracts with temp agencies are current and terms complied with.

Onboarding Responsibilities (20%)

• Responsible for new hire orientation, including ensuring a sense of welcome, belonging and inclusion throughout the recruiting and onboarding process. Ensures appropriate coordination with the hiring manager, timely preparation of first-day materials/paperwork and scheduling of orientation activities.
• Ensures timely completion of initial training on phones, computers, email, accounting /payroll/timekeeping systems. Ensures new hires are scheduled for key staff events, such as All Staff meetings, trainings and employee-engagement events.
• Works with hiring managers to clearly convey performance expectations to new hires for the initial six-month work period.
• Improves content of onboarding based on feedback from participants and hiring managers.

Internship & Scholarship Program Responsibilities (10%)

• Leads the organization’s summer intern program, ensuring the program is advertised and promoted at intern fairs, on campuses, at conferences and other venues as required to generate a robust and diversified pool of qualified applicants.
• Plans and implements weekly education programs for interns, including lectures, tours and field sessions. Monitors intern performance and resolves issues that may arise, keeping the VP of HR informed as appropriate. Solicits evaluations and feedback from interns and supervisors, and shares that information with donors, senior leadership and giving officers as appropriate.
• Cultivates links between the internship program and other organizational efforts to raise awareness of preservation issues and National Trust initiatives. Promotes and builds the intern program as a recruitment and educational tool, with an emphasis on diversity.
• Explores fundraising/matching opportunities in an effort to build and expand the internship program. Cultivates relationships with and develops targeted recruitment efforts at potential funding organizations such as colleges and universities. Fosters relationships with intern programs at other organizations.
• Manages a tuition scholarship program aimed at increasing diversity within preservation, including tuition grants, internships and mentorship for diverse students pursuing graduate degrees and careers in preservation-related fields.

QUALIFICATIONS

• At least 10 years of progressively responsible professional and management experience, including at least 5 years’ experience leading recruitment, internship and outreach efforts. Experience in a large, national non-profit setting strongly preferred. Knowledge of and experience with historic preservation, historic sites and/or museums strongly preferred.
• Proven track record of successfully identifying and recruiting talented, diverse candidates for a wide range of positions, including editorial, fundraising, finance, nonprofit management as well as preservation.
• Strong self-starter who can develop creative, innovative approaches to finding appropriate networks for sourcing candidates and tap into them effectively. Demonstrated experience with system enhancement and developing/incorporating DEIA best practices into recruiting strongly preferred.
• Demonstrated success in engaging culturally diverse colleagues and stakeholders, including historically underrepresented communities, constituents, and partners. Bi-lingual language skills a plus. Ties to culturally diverse affinity groups, professional organizations, or related associations are a plus. Experience working with DEIA liaisons and/or employee resource groups preferred. Able to talk effectively about identities such as race, ethnicity, sexual orientation, class, ability, or gender in plain, specific terms as they relate to the workplace and cultural heritage. Able to interact effectively with diverse audiences, make others comfortable and instill sense of belonging.
• Familiar with federal, state and local labor laws, and able to ensure that job descriptions, postings and recruiting processes are in compliance at all times.
• Effective presentation skills. Excellent writing, spelling, grammar, and proofreading skills, as well as strong verbal communication and customer service skills. Strong organizational skills. Excellent attention to detail.
• Proven ability to continually develop skills related to use of rapidly changing technology and communications best practices.
• Advanced knowledge of Microsoft Word, Excel and Powerpoint required. Familiarity with Applicant Tracking Systems required, preferably HRM Direct, and with LinkedIn Professional and other social media tools. Experience with payroll databases, HRM systems and timekeeping software strongly preferred. ADP Workforce experience strongly preferred.
• Relevant experience &/or education required. Current certifications in human resources (PHR, SPHR, SPC and talent acquisition strongly preferred.
• Regular and reliable attendance is required.
• Ability to travel as required.