The Organizational Talent Advisor role is to be a strategic partner responsible for providing subject matter expertise, support and consultation to team members and leadership in the areas of recruiting, relations, performance management and HRIS. optimizing organizational effectiveness by ensuring that RCU team members are aligned with the organization’s cultural and strategic direction. Provide service and support to leaders and team members in an effort to create an environment that enables team members and the organization to reach their maximum potential.
This is a full time, exempt level position. Generally Monday-Friday 8 am to 5 pm with additional hours as needed
Bachelor’s Degree in Human Resources, Business or another related field with concentrated coursework in Human Resources or equivalent job experience.
Minimum of three years of HR experience in administering and writing HR policies, recruiting/talent identification, performance management, and giving effective guidance to leaders about difficult team member situations.
Minimum of three years' experience as a strategic HR partner within an organization.
Five to seven years HR experience within a team environment with project experience.
Experience with digital and social media recruiting platforms and practices.
HR Certificate (SHRM-CP or SHRM-SCP).
Ability to effectively source candidates through various direct methods; internal and external networks, professional associations, social media (LinkedIn, Facebook, Twitter) technology tools and other advanced sourcing techniques.
Ability to give guidance and input to hiring supervisor on the hiring and performance management process to retain integrity and legality of the process.
Provide guidance and input to supervisors and executive leadership in the design, interpretation and administration of workplace policies and procedures.
Experience effectively leading and participating in departmental and corporate level projects.
Design, develop, and maintain the Organizational Development strategy, including career, individual, leadership, and high-potential development, and contingency and succession planning