The Recruitment & Talent Manager will report to and partner with the Director of Human Resources on the design of a comprehensive human capital management plan and workforce planning strategies to recruit, develop, and retain a diverse workforce that encompasses all the skills and experience necessary to deliver on Chautauqua Institution’s long-term strategic vision and to provide an environment that positions the organization as an ‘employer of choice’ on a national stage.
- Lead the cross-cutting strategic imperative for talent solutions at Chautauqua Institution, and its subsidiary the Chautauqua Hotel Company, at our main campus in Western New York, a satellite office located in Washington DC, and for telework opportunities central to the ‘future of work.’
- Establish recruitment objectives that align with organization-wide and department-specific goals, design and implement recruitment strategies, carry out recruitment activities, and measure results/evaluate recruitment efforts to determine success.
- Innovate recruitment initiatives to attract a diverse and qualified talent pool for a broad range of opportunities from ‘first job’ to ‘experienced executive’ for a prism of operating departments across multiple industry sectors in the arts, education, hospitality, recreation, religion, and administration.
- Use data analytics and knowledge of industry trends to guide future strategies for recruitment.
- Manage budget/resources to recruitment strategies to maximize success. Initiate paid partnerships with approved vendors to attract qualified candidates, such as job boards and social media platforms.
- Partner with marketing on an employer branding strategy that generates excitement, engages candidates, compliments products/services, compels candidates to apply, and aligns with culture. Continue this cooperation with marketing through the development of recruitment content/materials and employment presence on the Institution’s social media platforms, such as LinkedIn and Facebook.
Talent Management Team
- Function as a ‘content expert’ and ‘system administrator’ for Ultimate Kronos Group (UKG) HRIS, specifically the Recruiting Gateway, to manage content on internal and external job boards and guide the flow of qualified candidates to hiring managers with high-priority, and often simultaneous, needs.
- Educate, train, and mobilize a talent management team comprised of (50+) hiring managers to guide both career and seasonal recruitment processes. The Institution employs (165) employees on a ‘year-round’ basis and hires, and rehires, (1,600+) employees on a seasonal basis for summer operations.
- Manage recruitment strategies and initiatives for a seasonal recruitment process with deeply shared responsibilities within the Talent Management Team and Human Resources. Coordinate, register for, and attend recruitment events and advocate management support through a shared calendar.
- Organize leadership and drive recruitment efforts by establishing seasonal hiring goals integrated with the budgetary process. Promote cost savings by focusing on initiatives that promote retention of an experienced seasonal workforce without reliance on staffing agencies or excessive overtime.
- Ensure leadership development, participation, and accountability for fostering a talent culture.
- Serve as an energetic and enthusiastic first ‘point of contact’ for candidates in the development of talent pipelines, participate in recruitment/networking events, guide select candidate pre-screening/panel interviews, and communicate with candidates/managers regarding opportunities.
- Author compelling, inclusive, and vibrant job descriptions for all positions, open/close jobs on company and partner websites, and engage a talent community using recruitment software or other methods.
- Build and foster industry-specific partnerships to develop diverse talent pipelines regionally/nationally.
- Design a cohesive internship program focused on a student learning experience, interdepartmental cross-training in support of summer operations, and the development of a diverse, educated and experienced permanent talent pipeline for future employment opportunities.
- Create a model ‘alumni program’ that fosters connections between current and former employees alongside community members, partners, and stakeholders across the nation.
- Host an annual ‘job fair’ to support seasonal hiring and internship placement on campus or virtually.
- Develop a virtual orientation process that integrates leadership, focuses on culture (mission, vision, shared values, and norms), and emphasizes ‘connection’ through relationships and networks.
- Advocate for and help to synergize the candidate experience from recruitment to retirement. Generate surveys and leverage information regarding the candidate experience during onboarding/offboarding.
- Collaborate with internal ‘onboarding owners’ and talent managers to ensure that the recruitment and onboarding experience is aligned with the talent philosophy of the Institution.
- Support the Director of Human Resources in workforce and succession management planning by aligning, and realigning, talent philosophy to organizational goals.
- Collaborate with the Human Resources Director on talent identification criteria through well-documented performance appraisal processes based on competencies, behaviors, and values that support organization culture, deliver on strategy, and promote transparency.
- Promote talent development through coaching, mentoring, and training employees with a focus on employee performance aligned to skills/capabilities to deliver on strategic objectives.
Formal Education Requirements
- Bachelor’s Degree in Human Resources, Marketing, Communications, or related field required, or equivalent combination of education/experience.
- Professional Human Resources (PHR) or Society for Human Resources Manager Certified Professional (SHRM-CP) preferred.
Formal Experience Requirements
- Minimum (5) years of human resources experience with a leadership focus in recruitment, talent acquisition, or talent management and a demonstrated knowledge of high-volume and/or seasonal recruitment for diverse positions in a multidimensional organization is required. Candidates with the equivalent combination of education and work experience will be considered.
- Functional knowledge of Human Resources Information Systems in management of the employment lifecycle, specifically for recruitment, is required. Preference will be given to candidates with prior administrator or user experience with UKG Pro Software (Recruiting Gateway, Onboarding, and Core).
- Work in a team environment that has embraced ‘eHR,’ or the transformation of human resources solutions to web-based technology, and experience leveraging those solutions to manage the employment lifecycle within a unified software solution. Dedicated use of software to generate talent management analytics to inform decision making, measure delivery on strategic objectives/goals, and support workforce management/interventions in response to metrics.
Skills and Abilities
- Relationship-building expertise to provide a premier recruitment experience for candidates.
- Consultative approach to direct talent managers on recruitment strategies and initiatives.
- Social networking to build and engage a thriving talent community, strategic partners, and networks.
- Project management capabilities and skills to navigate multiple projects, full cycle, simultaneously.
- Self-starter who will be a strategic partner focused on work that builds a foundation of process/procedure, accomplishes routine responsibilities, plans for the future, and meets goals.
- Political savvy to tactfully navigate complex circumstances, make recommendations and resolve problems with an independent judgment that is consistent with the culture, ethics, best practice, policy, procedure, regulation, and federal/state labor law.
- Creative, innovative thinking and fluency of ideas to lead strategic initiatives and be a key-collaborator.
- Author of informed, well-written content to build respect and trust of constituents and to leverage content for recruitment purposes, such as emails, job descriptions, marketing materials, surveys etc.
- Life-long learner who is eager to maintain professional and technical knowledge through educational workshops, reviewing publications, establishing networks, participating in relevant professional organizations, and attending conferences.
- Technology expertise related to daily use of MS Office 365 (Outlook, Word, Excel, PowerPoint, One Drive/Share Point, and Teams) and internet research/navigation to utilize numerous recruitment websites and social media avenues (Social Page Admin, Facebook Ads/Jobs, LinkedIn Ads/Jobs, CHQ.org Web Content) to promote employment opportunities at Chautauqua Institution.
Supervision and Guidance
The Recruitment & Talent Manager currently has no direct reports but will manage the summer seasonal internship in Human Resources. Future staffing resources will be determined by the Talent Management Strategy, corresponding plans, and available budgetary resources.
Hours of Work and Travel
The Recruitment & Talent Manager will average 40-hours per week with a periodic increase of working hours (approximately 50-hours per week) required based on business needs in pre-operation and operating seasons, specifically February – July. There is flexibility around schedule/worked hours, but the incumbent should be uniquely focused on supporting strategic success especially in early work.
Frequent travel required to various recruitment/professional events, conferences, and/or training using personal (or occasionally rental) vehicles. Travel predominately within the region in an approximate 100-mile radius. Self-coordination of business travel and occasional flights required.
Chautauqua Institution’s competitive benefits suite includes health insurance, dental insurance, flexible spend (or health savings) account options, vision insurance, complimentary life insurance, access to various fitness and wellness programs, and employee-paid supplemental life insurance and long-term disability options. We help our employees plan for the future through a discretionary employer pension contribution, which has recently been (10%) of gross compensation following a designated service period. The Employee Assistance Program provides virtual access to a network of free services including counseling sessions, legal counsel, financial advisors, and childcare/eldercare referrals.
Discovering Your Chautauqua Experience
There are countless ways that our talent will engage with our mission, vision, and diverse communities, and you are invited to immerse yourself in our programming as a gateway to this experience.
Employees will receive the Traditional Chautauqua Gate Pass, which provides access to all Amphitheater programs except popular entertainment (up to two nights per week) and lawn seating for all performing arts events at the Pratt Avenue performance pavilion (a new, temporary venue for 2021). Designated popular entertainment events in the Amphitheater will require a separate ticket purchase, if tickets are available.
In addition to a Traditional Gate Pass, employees, and their families, will receive full access to our current and historical programs online at CHQ Assembly.
Joining Our Talent Community
Qualified candidates should apply online at CHQ.org/employment. Interested applicants must submit a cover letter and resume, with optional portfolio documents, for consideration. You are encouraged to learn more about Chautauqua Institution at CHQ.org and the 150 Forward Strategic Plan at 150fwd.CHQ.org.