Job Description

60% - Recruiting and Hiring Coordination. Source people for our success and ensure theirs.

Talent Acquisition: Create great candidate experiences and make hiring managers more efficient.

• Ensure we know what we are hiring for: work with hiring managers to ensure that job descriptions, postings, and questionnaires all accurately reflect the position's needs.
• Build and manage applicant pipelines.
• Develop, implement, and coordinate systems that create a positive candidate experience and employer brand.
• Monitor hiring cue inbox and ensure candidates receive responses promptly.
• Utilize the applicant tracking system and other recruiting software (job boards, etc.), mine for applicable and acceptable candidates based on predetermined and agreed-upon job criteria (required knowledge and skills) and reach out to candidates to gauge interest and suitability for the position.
• Develop and cultivate relationships with potential candidates to keep them engaged and create a positive experience for them.
• Manage relationships with external recruiting partners.
• Lead campus recruiting efforts. Hanbury becomes the firm of choice for new graduates. Prep Hanbury attendees and ensure all swag, collateral, and booth setups are consistent with the One Hanbury theme.

Onboarding: Ensure our new hires feel like they belong and get up to speed quickly.

• Monitor the progress of new hires during their integration to Hanbury, including checking in at 30-60-90-day intervals. Answer questions and assist in directing them to the right resources. Ensure Office Leaders follow the onboarding plan and assist with any adjustments as needed.
• Work with hiring managers and other related stakeholders to establish onboarding plans. Understand individual requirements and adjust plans as needed.

10% - Employer Brand Ambassador. Articulate the value proposition and leverage it to attract top talent.

• Work with Communications to understand and articulate ‘why’ candidates should make Hanbury their employer of choice.
• Ensure all individuals involved in the pre-hire process understand the employer brand and know how to represent the firm in a way that is accurate and sets the right tone with candidates.

10% DE &I and Compliance. Ensure our employee population represents our communities, and everyone feels welcome at the firm.

• Monitors hiring to ensure compliance with applicable laws.
• Understands diversity hiring goals and creates campaigns to meet these goals.
• Works to understand the firm’s DE&I needs and goals and champions them within the hiring process.
• Reports on relevant metrics.
• Maintains compliance with federal, state, and local employment laws and regulations and recommends best practices; reviews policies and practices to maintain compliance.

20%. Administrative/Process Building. Create and reinforce repeatable processes and wise system investments.

• Work collaboratively with the Director of People Operations and other key stakeholders to understand information system requirements and system selection.
• Assist with configuring ATS and other hiring systems to impact efficiency and results.
• Interview scheduling and coordination.
• Recruitment budgets.
• Manages employment visas/foreign sponsorships.
• Conducts or acquires background checks and employee eligibility verifications.
• Maintains knowledge of trends, best practices, regulatory changes, and innovative technologies in human resources, talent management, and employment law.
• Performs other duties as assigned.

Qualifications

• Demonstrated ability to translate organizational needs and tasks into accurate Job Descriptions and compelling job ads.
• Experience sourcing hard-to-find candidates in the field of architecture or related
• 3-5 years sourcing candidates and managing the applicant pipeline
• 2+ years working in a hybrid work environment while collaborating with remote teams
• 2+ years experience coordinating internship and campus recruiting events
• Expert in Applicant Tracking and Sourcing Systems including social media
• Knowledge of the unique attributes of growth phase companies, including experience building systems
• Working knowledge of the employment work visa process, including F1-OPT, H1-B, and Perm process
• SHRM-CP a plus
• Collaborative work style and ability to work with cross-functional teams.
• Interpersonal Skills. You get people, and you know how to attract and motivate candidates. You understand that hiring managers are your allies who have about two million other things on their radar, and you still find a way to work consistently with them to get great outcomes.
• Flexibility. Maintains a high level of effectiveness even when work responsibilities or the environment changes, demonstrating a willingness to be unflappable in adjusting effectively to new requirements, seeking to understand and approaching change as an opportunity for learning and growth while maintaining a high level of customer satisfaction.
• Independent Drive. You look for opportunities to make a difference and work diligently to create success stories for the teams you support.
• Planning & Organizing. Effectively managing tasks and resources to ensure desired goals are met.
• Proficient in Microsoft Office Suite

Additional Information

Competitive Base Salary Range of $70,000 to $90,000 annually and Benefits, including:

• 401(k) Retirement Plan
• Employee Stock Ownership Plan
• Medical, Dental, Vision, Disability & Life Insurance
• Flexible Spending Accounts, Health Savings Accounts
• Generous Paid Leave based on YOUR years of experience
• Paid Family Leave
• Educational Benefits
• Working with an industry leader that values people!

Applicants who do not adequately complete the screening questions will not be considered for this role.

Must be able to pass a routine background check.

All your information will be kept confidential according to EEOC guidelines.