Volunteers of America Chesapeake and Carolina's (V
Talent Specialist, Behavioral Health Services (Human Resources)
Volunteers of America Chesapeake & Carolinas empowers self-reliance and inspires hope. As a church without walls, we do this through personalized housing, ministry, health, and human services that benefit vulnerable individuals, their families and the community. Founded in 1896 in Baltimore, MD by social reformers, Ballington and Maud Booth, we were one of the first of over 30 affiliates of Volunteers of America – one of the nation's largest and most comprehensive human services organizations.
Our founders envisioned a movement dedicated to reaching and uplifting the American people. On behalf of the organization, the Booths pledged “to go wherever we are needed, and do whatever comes to hand”. Their declaration continues to guide Volunteers of America's impact on “Helping America's most vulnerable”.
Through a dedicated and committed team of more than 850 employees and thousands of volunteers, we provide critical care, support services and hope to thousands of people each year throughout Virginia, Maryland, the District of Columbia and the Carolinas. We firmly believe our employees drive the success of the organization. Through our diversity, equity and inclusion efforts, we endeavor to attract, engage and retain qualified, diverse, compassionate individuals to join our journey and experience a work environment that offers challenging, stimulating and financially rewarding opportunities.
Under the supervision and direction of the Senior Manager, Talent Acquisition and Recruitment, the HR Talent Specialist for Behavioral Health Services and will support the human capital needs by focusing on handling posting and recruitment projects, position control, ensuring job requestions are completed in Paycom®, review on-boarding plans and job descriptions and ensure that reporting requirements and any additional administrative support the regional staff may need. This will be part of a think tank and confer with other HR Professionals and Management to ensure that turnover rates are low and retention rates are high.
Recruitment and On-Boarding
Provides full cycle recruitment efforts to include -
Ensure behavioral base interviewing practices are followed along with affirmative action and OFCCP sourcing requirements.
Source applicants through all available avenues, including social media platforms, such as LinkedIn and other professional networks, such as Career Builder, Indeed and Zip Recruiter.
Identify the most suitable talent from available candidates based upon job descriptions and program needs (shift, role, etc.).
Coordinate interview and selection procedures, including screening calls, assessments, and in-person interviews – if possible.
Standard Employment Background checks are reviewed and completed.
Coordinate with the regional HR Program Partner to provide support to hiring managers to identify staffing needs in assigned regional areas and programs.
Organize and attend job fairs and recruitment events to build a strong candidate pipeline as needed.
Collaborate with HRPP to ensure completion of Pre-hire/on-boarding requirements.
Ensure attendance of new hires at New Hire Orientation (NHO).
Maintain communication and provide updates to candidates, supervisors/hiring managers, and HRPPs throughout process.
Reporting, Compliance and Administrative Support
Utilize agency HCMS (Human Capital Management System) to keep records of all materials used for recruitment, including applications, interview notes and related paperwork, to share with key stakeholders.
Run and review reports to ensure on-boarding checklists are complete and staff are working towards satisfying the assigned learning management system requirements.
Work with HRPP to ensure that organizational wide and program specific annual requirements are met.
Assist with converting hard copy employee personnel files into the HCMS system.
Assist regional administrative teams in preparing for audits and other related stakeholder reviews.
Manage the job description (JD) and assessment process and ensure JDs are revised, up to date, and stored with signatures in the HCMS for all “Active” staff.
EFFECT ON END RESULT:
Reduce vacancy rates in region to 15% or below in partnership with Regional HRPP.
Ensure that all staff who are hired are provided with employee engagement to arrive at New Hire Orientation.
Ensure that all compliance measures are met for all new hires and existing staff.
The physical requirements described below are representative of those that must be met by an employee to successfully perform the essential duties of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.