Key Responsibilities

• Lead and manage a team of recruiters and recruiting coordinators to achieve hiring goals and service level expectations.
• Develop and execute recruitment strategies to attract qualified candidates across multiple business units and locations.
• Partner with business leaders and HR stakeholders to understand workforce planning needs and hiring priorities.
• Monitor recruiting metrics, including time-to-fill, quality of hire, offer acceptance rates, and sourcing effectiveness.
• Ensure compliance with federal, state, and local employment laws, company policies, and hiring practices.
• Coach and develop recruiting team members through performance management, training, and career development initiatives.
• Oversee candidate sourcing strategies utilizing job boards, social media, referrals, networking, and other recruiting channels.
• Collaborate with Compensation, HR, and Operations teams to align hiring efforts with organizational objectives.
• Manage escalated recruiting issues and provide solutions to improve hiring outcomes.
• Drive continuous improvement initiatives to enhance recruitment processes, candidate experience, and operational efficiency.
• Support employer branding efforts and recruitment marketing campaigns.
• Prepare and present recruitment reports, workforce analytics, and hiring forecasts to leadership.

Equal Opportunity Employment

All qualified applicants will receive consideration for employment and will not be discriminated against based on race. color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, pregnancy, genetic information or any other consideration prohibited by law or contract.

Compliance with Disability Laws

It is the policy of PSG Global Solutions that qualified individuals with disabilities not be discriminated against because of their disabilities in regard to job application procedures, hiring, and other terms and conditions of employment. It is also our policy to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process. We are prepared to modify or adjust the job application process or the job or work environment to make reasonable accommodations to the known physical or mental limitations of the applicant or employee to enable the applicant or employee to be considered for the position he or she desires, to perform the essential functions of the position in question, or to enjoy equal benefits and privileges of employment as are enjoyed by other similarly situated employees without disabilities, unless the accommodation will impose an undue hardship.

VEVRAA

Federal Contractor requesting appropriate employment service delivery systems, such as state workforce agencies and local employment delivery systems, to provide priority referrals of protected veterans.

Pay Transparency Nondiscrimination Provision
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-I.35(c)

Originally posted on Himalayas