Edtech.com's Summary

Columbia University is hiring a Talent Acquisition Partner. This role involves supporting recruitment and retention efforts by implementing and maintaining talent initiatives that elevate the University's employer brand. The Talent Acquisition Partner will collaborate with departments to provide optimal candidate recruitment experiences and manage the full recruiting lifecycle.

Highlights

Managing the full recruiting lifecycle and implementing best practices in recruitment.
Responsibility for high-touch relationships with qualified talent and creating candidate pipelines.
Proficiency with TalentLink (ATS) and other sourcing strategies and tools.
Use of job boards, social networks, and platforms for talent acquisition.
Conducting pre-screening phone interviews and collaborating with hiring managers.
Required Bachelor’s degree and three years of related experience.
Preferred knowledge of PeopleSoft and Page Up.
Compensation ranges from $90,000 - $105,000 per year.
Strong communication, analytical, and project management skills are essential.

Talent Acquisition Partner Full Description

Job Type: Officer of Administration
Regular/Temporary: Regular
Hours Per Week: 35
Salary Range: $90,000 - $105,000

The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above hiring range represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.

Position Summary

Reporting to the Director of Talent Acquisition, the Talent Acquisition Partner will support the recruitment and retention efforts at Columbia University. The TA Partner will serve as a resource to Schools and Departments across the University to implement and maintain the University’s talent initiatives that elevate the University’s employer brand. They will work with various individuals and groups constructively and respectfully while appreciating the unique contributions of an inclusive workforce that brings together people's talents across multiple identities. The TA Partner will ensure optimal candidate recruitment experience, maintain communication throughout the entire process, and positively represent the University.

Responsibilities

Manage the full recruiting lifecycle across a variety of open roles helping management find, hire, and retain quality talent. Identify and implement best practices in the areas of recruitment and sourcing.
Grow and foster high-touch relationships with qualified active and passive talent to pull from as new positions open up. Provide a pipeline of qualified candidates for hard-to-fill roles.
Leverage TalentLink (ATS) to engage passive and active talent, including outreach campaigns. Develop a proactive and steady pipeline of qualified and diverse talent for open positions by successfully implementing candidate sourcing strategies.
Stay active with current job boards, social networks, and platforms to find talent and plan, as well as create and release job descriptions and announcements. Research and recommend sources for active and passive candidate recruitment.
Collaborate with hiring managers and interview teams to ensure job requirements and expectations are clearly understood and candidates are assessed against appropriate criteria. Work closely with managers to understand the department’s hiring needs for each position and meet competitive hiring goals and expectations.
Conduct pre-screening phone interviews to assess candidates for the required skillset and competencies for current or future positions.
Understand how to best use current University systems/tools and qualitative and quantitative data to influence decisions and continuously improve the University’s sourcing and recruiting effectiveness.
Ensure the collection and analysis of recruiting metrics to measure the effectiveness of recruiting and retention practices. Deliver recruitment metrics reports to Schools and Departments as needed.
Implement and leverage various sourcing strategies and tools to identify candidates and promote open positions through social media sites, employee referrals, ATS-based outreach campaigns, online job board advertising and complex web-based sourcing, and other tools.
Responsible for maintaining and analyzing recruiting metrics and providing insights for data-driven recommendations and decisions.
Participate in campus-wide employer branding and employee value proposition initiatives.
Participate in hiring events, including job fairs and other organized recruiting initiatives. Participate in cross-functional HR & DEI initiatives/projects, as necessary.
Perform other duties and projects as assigned.

Minimum Qualifications

Bachelor's degree, plus three years of related experience.

Preferred Qualifications

Knowledge of PeopleSoft and Page Up preferred.
Experience with email marketing, LinkedIn Recruiter, Glassdoor, or other similar resume databases.
Professional HR certification is highly preferred (HRCI, SHRM).
Experience with data visualizations, Tableau, etc.

Other Requirements

Demonstrated knowledge of recruiting and sourcing strategies.
Strong oral and written communication skills, accuracy, and attention to detail.
Strong customer service skills; a high degree of professionalism and confidentiality.
The ability to work effectively as an individual contributor and as part of a team and a strong commitment to fostering diversity and equal opportunity.
The ability to develop positive relationships with peers, hiring managers, and prospective applicants is essential.
Strong analytical skills for data mining, best practice research, and implementation plans,
Proficient in MS Office and Applicant Tracking Systems.
Consultative skills with the ability to understand the needs and urgency of assigned clients.
Organized, adaptable, agile, and has strong follow-up.
Strong project management skills.

Equal Opportunity Employer / Disability / Veteran

Columbia University is committed to the hiring of qualified local residents.

Original Job Description

Job Type: Officer of Administration
Regular/Temporary: Regular
Hours Per Week: 35
Salary Range: $90,000 - $105,000

Position Summary

Responsibilities

Manage the full recruiting lifecycle across a variety of open roles helping management find, hire, and retain quality talent. Identify and implement best practices in the areas of recruitment and sourcing.
Grow and foster high-touch relationships with qualified active and passive talent to pull from as new positions open up. Provide a pipeline of qualified candidates for hard-to-fill roles.
Leverage TalentLink (ATS) to engage passive and active talent, including outreach campaigns. Develop a proactive and steady pipeline of qualified and diverse talent for open positions by successfully implementing candidate sourcing strategies.
Stay active with current job boards, social networks, and platforms to find talent and plan, as well as create and release job descriptions and announcements. Research and recommend sources for active and passive candidate recruitment.
Collaborate with hiring managers and interview teams to ensure job requirements and expectations are clearly understood and candidates are assessed against appropriate criteria. Work closely with managers to understand the department’s hiring needs for each position and meet competitive hiring goals and expectations.
Conduct pre-screening phone interviews to assess candidates for the required skillset and competencies for current or future positions.
Understand how to best use current University systems/tools and qualitative and quantitative data to influence decisions and continuously improve the University’s sourcing and recruiting effectiveness.
Ensure the collection and analysis of recruiting metrics to measure the effectiveness of recruiting and retention practices. Deliver recruitment metrics reports to Schools and Departments as needed.
Implement and leverage various sourcing strategies and tools to identify candidates and promote open positions through social media sites, employee referrals, ATS-based outreach campaigns, online job board advertising and complex web-based sourcing, and other tools.
Responsible for maintaining and analyzing recruiting metrics and providing insights for data-driven recommendations and decisions.
Participate in campus-wide employer branding and employee value proposition initiatives.
Participate in hiring events, including job fairs and other organized recruiting initiatives. Participate in cross-functional HR & DEI initiatives/projects, as necessary.
Perform other duties and projects as assigned.

Minimum Qualifications

Bachelor's degree, plus three years of related experience.

Preferred Qualifications

Knowledge of PeopleSoft and Page Up preferred.
Experience with email marketing, LinkedIn Recruiter, Glassdoor, or other similar resume databases.
Professional HR certification is highly preferred (HRCI, SHRM).
Experience with data visualizations, Tableau, etc.

Other Requirements

Demonstrated knowledge of recruiting and sourcing strategies.
Strong oral and written communication skills, accuracy, and attention to detail.
Strong customer service skills; a high degree of professionalism and confidentiality.
The ability to work effectively as an individual contributor and as part of a team and a strong commitment to fostering diversity and equal opportunity.
The ability to develop positive relationships with peers, hiring managers, and prospective applicants is essential.
Strong analytical skills for data mining, best practice research, and implementation plans,
Proficient in MS Office and Applicant Tracking Systems.
Consultative skills with the ability to understand the needs and urgency of assigned clients.
Organized, adaptable, agile, and has strong follow-up.
Strong project management skills.

Equal Opportunity Employer / Disability / Veteran

Columbia University is committed to the hiring of qualified local residents.

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