Talent Acquisition Consultant Jobs in Virginia

GENERAL STATEMENT OF DUTIES
Directs the acquisition and management (recruitment, selection, placement, development, advancement and retention) of talent (instructional and support staff) for Arlington Public Schools (APS). In collaboration with senior leadership and key managers, conceives, designs, develops, implements, manages, advocates for, promotes, evaluates and refines employment programs, operations and initiatives that support acquisition and management of a well-qualified, diverse and highly effective workforce. Recommends improvements in workforce planning, employer branding/marketing/outreach, and applicant sourcing/screening/processing, new hire orientation and success, and employee development-career progression-retention; develops new guidelines, or recommends changes to existing guides, for application, APS-wide, concerning recruitment-selection-placement-advancement-etc. Proposes employment-related diversity and inclusion initiatives and serves as change manager. Identifies quantitative and non-quantitative measures of effectiveness for assigned functions; implements and reports on approved status/progress. Identifies labor market supply-demand trends and provides guidance on ways and means to overcome shortfalls in applicant supply/quality/diversity. Supervises the APS Talent and Acquisition Management Team and helps ensure that employment programs/operations comply with Federal, State and local employment regulations, School Board-APS vision and generally-accepted merit system requirements/standards. Serves as a member of the Department’s management leadership team. Performs related functions. Impact of the work is realized in the development, implementation, coordination and execution of strategies and tactics, APS-wide, to facilitate success and continuous improvement in talent acquisition and management.
SUPERVISION
Reports to the Assistant Superintendent, Human Resources. Most work flows to the incumbent consistent with functional responsibilities; incumbent plans and manages the work program independently in consultation with the supervisor. Work is expected to meet Federal, State and APS requirements/guidelines (including APS management objectives) as well as talent management and related HR management norms and ‘best practices.’ Work is evaluated in terms of effectiveness in meeting these guidelines, quality, quantity, timeliness, teamwork, customer service and other factors such as skill and ingenuity in guiding implementation of improvements in strategic direction, systems, processes and procedures as well as teamwork or coordination problems. The incumbent plans, assigns and reviews work of, and directly supervises, a small team of talent acquisition and management specialists and support personnel, works in partnership with other HR teams and guides, coaches and supports senior leadership in APS and managers over related HR functional areas in managing change in talent acquisition and management strategies and tactics. The incumbent has no student supervisory responsibilities.



DISTINGUISHING CHARACTERISTICS
This is a single position class in the Department of Human Resources; serves as the top manager in the talent acquisition and management domain.
GUIDELINES
Guidelines include, but are not limited to, Federal and Virginia [including Virginia Department of Education (VDOE)] requirements/standards/initiatives on employment matters such as Title VII of the Civil Rights Act, the Uniform Guidelines on Employee Selection Procedures, the Code of Virginia regarding employment of teachers, bus drivers and others and VDOE Licensure Regulations for School Personnel; Arlington School Board Policies (SBPs) and priorities, APS policy implementation procedures (PIPs) on HR management such as SBP 35-3 (Employment), PIP 35-3.1 (Recruitment and Employment) and PIP 35-3.14 (Promotions); the APS Strategic Plan (particularly items focusing on employment, diversity and inclusion); APS initiatives in support of diversity and inclusion; Department of Human Resources systems, policies, procedures and practices; diversity-inclusion issues/approaches/initiatives pertinent to HR and APS including its instructional staff-student population; and general references. Some guidelines require strict adherence, some leave gaps and others allow for (or require) discretion, initiative and creativity. Incumbent uses mature professional judgment in selecting and applying guidelines or adapting, adjusting or developing them.
CONTACTS
Contacts include, but are not limited to, administrators, managers, educational/instructional professionals and support staff across APS, Virginia (mainly VDOE) personnel, and consultants/contractors. The purposes of contacts include, but are not limited to, exchange of routine and non-routine information concerning talent acquisition and management. Purposes also include ‘active listening’ to understand wants/needs/concerns/perspectives of internal customers (such as principals and program managers with vacancies) and external contacts (such as VDOE), informing and advocating for improved diversity-inclusion in hiring, advancement and retention, reaching consensus with others, influencing, convincing or persuading them concerning tactical and strategic talent management matters, supervising subordinates, guiding/coaching and working collaboratively with managers, and managing change.
ESSENTIAL FUNCTIONS OF THE CLASS (May not include all duties performed.)
Within the strategic vision for HR management of the Arlington School Board and the Superintendent, conceives, designs, develops, implements, manages, advocates for, promotes, evaluates and refines employment programs, operations and initiatives that support acquisition and management of a well-qualified, diverse and highly effective workforce. Ensures compliance with Federal/State/local regulations and Arlington School Board-APS plans and objectives. Identifies labor market supply-demand situations and trends (by occupation/specialty and other criteria) and provides guidance on ways and means to overcome shortfalls in, or improve, applicant supply/quality/diversity. Provides direction and guidance in employment operations and programs; updates, enhances and develops new employment guidelines of APS. Identifies barriers to (internal and external) applicant supply/quality/diversity, specifies ways and means to overcome obstacles, and helps implement them.
Works collaboratively with senior leadership and key managers [including the Assistant Superintendent, Human Resources (supervisor), all other Assistant Superintendents and leaders/key staff of Department of Human Resources functional teams] to develop and ensure effective employer branding/marketing, recruitment action plans that include aggressive outreach to, and recruitment of, a strong and diverse applicant pool for instructional and support vacancies, and implementation of innovative workface planning actions that support professional growth of the workforce and create new, or leverage existing, diversity-and-inclusion-in-employment-and-advancement opportunities such as career ladders and student-to-educator pathways within APS.
Seeks continuous improvement in talent acquisition and management (with emphasis on teachers and other instructional staff), and plans for, implements and manages improvements in talent recruitment-selection-placement-development-advancement-retention as a continuum (strategically and tactically).
Identifies quantitative and non-quantitative measures of effectiveness for assigned functions; implements, and reports on, status/progress.
Supervises the APS Talent Acquisition and Management Team – plans/assigns/reviews work, deploys personnel, monitors work operations, obtains effective results and performs a full array of supervisory personnel functions; ensures effective unit administration – budgeting, contracting, etc.
Consults within APS (Department of Instruction, Department of Student Services & Special Education, Department of Information Services, Department of Facilities and Operations, etc.) regarding their immediate employment service needs, long-term workforce planning, measures of effectiveness, other critical programmatic metrics and matters, ways and means to expand opportunities for career growth and progression and enhance APS’ reputation as an employer of choice, etc.
Serves as a member of the Department’s management leadership team – identifies, recommends, and implements initiatives that improve productivity and coordination, as well as quality and effectiveness, of Department-wide work efforts, and works with broader scope and higher echelon APS management teams as well as inter-agency teams, as assigned. Leads on issues, and resolves problems requiring comprehensive professional knowledge of employment in a public school system. Applies program management knowledge/skills and APS-specific knowledge.
Continuously improves knowledge of requirements, trends and ‘best practices’ in the fields of employment, diversity-inclusion and related HR fields. Keeps abreast of major developments and innovations in the field of education (preK-12), especially as pertinent to employment planning for teachers and other instructional staff; of the ‘fit’ of talent acquisition and management initiatives within the overall educational framework of APS and the demographics of Arlington County including the diversity of the communities served by APS; and of cultural awareness/diversity-inclusion, all as pertinent to effectiveness in talent acquisition and management programming and program communication/coordination, internally and externally.
Communicates and interacts effectively with internal and external business contacts. Speaks in public to market/promote APS as an employer and publicize specific employment opportunities. Coordinates with the Professional Development Office. Briefs principals, other administrators, managers, etc. on talent acquisition and management initiatives including employment diversity and inclusion features, benefits, challenges and effectiveness. Participates in advisory committee meetings, PTA meetings, community meetings, etc., to broaden the understanding of, promote and advocate for, APS as an employer of choice. Collaborates with neighboring school districts. Uses a computer and (a) modern office suite software for various applications such as, but not limited to, planning/scheduling, communicating (email), word processing, manipulating data (databases and spreadsheets), preparing charts/graphics/presentations and researching (Internet); (b) enterprise systems/software for requisitioning, budgeting, personnel reporting and other functions; and (c) specialty systems/software for tracking/reporting employment data and performing other functions. Operates a motor vehicle to get to/from meetings, employment marketing and recruitment events, reach out to targeted groups in special venues, etc.
Performs related duties, as required or assigned.
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES
Comprehensive knowledge of recruitment, selection and placement regulations, programs, processes and procedures, knowledge of generally-accepted merit system principles and knowledge of fundamentals of other HR disciplines altogether to ensure legally compliant, effective and forward-looking talent acquisition and management systems/operations, oversee staff and perform related functions. This knowledge set includes key aspects of such regulatory requirements and standards as Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act and the Uniform Guidelines on Employee Selection Procedures.
Knowledge of emerging workforce and work place issues/trends as they pertain to the talent acquisition and management domains (such as labor supply-demand, workforce and work place diversity and implications of technology on skill sets) sufficient to identify applicant sources and methods of sourcing, conduct/oversee liaison and outreach and perform related functions to facilitate employment and advancement of a well-qualified, diverse workforce.
Knowledge of, or ability to rapidly acquire knowledge of, employment matters specific to APS, as well as to a public school district, generally, such as Virginia licensing requirements applying to teachers and other professionals, to ensure effectiveness in talent acquisition and management systems and operations of APS.
Knowledge of, and skill in, (1) planning, assigning and reviewing work, (2) budgeting, using capital and managing resources to accomplish work, and (3) managing work and supervising employees at the first level of supervision, or ability to rapidly acquire this knowledge/skill set.
Knowledge of, or ability to rapidly acquire knowledge of, budgeting, procurement and contracting, and other administrative-support programs, policies, processes and practices of APS to adhere to APS guidelines in performing/supervising functions of these types as a unit leader.
Knowledge of diversity-inclusion principles and techniques, and knowledge of, or ability to rapidly acquire knowledge of, Arlington County demographics and County/APS specific diversity-inclusion issues/approaches/initiatives altogether to inform and advocate for innovations and initiatives in talent acquisition and management and to fully engage stakeholders in these matters.
Skill in problem solving to select, organize, and logically process relevant information (verbal, numerical, or abstract) to solve a problem. This includes skill in recognizing subtle aspects of problems, identifying relevant information, and making balanced recommendations and decisions.
Skill in written communication to understand written information, draw inferences, form hypotheses and develop logical arguments, and to express such information in writing so that others will understand and, at times, be convinced or persuaded.
Skill in oral communication to understand verbal information (including facts, assertions and arguments) and to express such information verbally so that others will understand and, at times, be convinced or persuaded.
Skill in using a computer, modern office suite software (such as MS Office), enterprise systems/software, specialty systems/software for student performance tracking/reporting, etc.
Interpersonal skills to interact with contacts in a businesslike, customer service-oriented manner by establishing and maintaining effective working relationships and working in harmony with others.
Ability and willingness to work under pressure of deadlines, such as reporting deadlines, and to work after-hours (by attending job fairs, making presentations, etc.) on a recurring basis.
MINIMUM EDUCATION, TRAINING AND EXPERIENCE REQUIREMENTS
1. A Bachelor’s Degree in Human Resources (HR), Business Administration, Social Science, Education or any other field providing a strong foundation for success in the duties and responsibilities in this class specification, or an equivalent combination of education, experience and training that totals 4 years.
2. Eight years of progressively responsible experience in HR management, which include substantive work in most of the essential functions in this class specification. These eight years must include at least five years of HR management service in a school system, and provide evidence of (1) skill in (a) managing a broad scope employment program that includes recruitment-selection-placement services for educational/instructional and support staff jobs, (b) performing or ensuring programmatic quality assurance/quality control, (c) ensuring special emphasis on diversity-inclusion in employment programing, and (d) collaboratively managing change in HR programs, (2) skill in working with multiple stakeholders having diverse perspectives, and (3) ability to perform successfully as a first level supervisor.
3. A Master’s Degree in HR or another field related to the essential functions of this class of work may be substituted for up to two years of the eight years of experience required in Minimum Requirement 2 above.
LICENSE/CERTIFICATION
A valid driver’s license is required.
PHYSICAL ATTRIBUTES
Work is predominantly sedentary and involves light physical effort. It requires moving about to obtain work objects, supplies, etc., distribute work products, coordinate with others, observe instruction and perform related functions; operating office and communications equipment such as a computer and a telephone; and reviewing written documents containing small print, symbols and special notations. In driving, uses judgment in consideration of traffic, weather and other factors.
HAZARDS/UNUSUAL DEMANDS
Most work is performed indoors in offices, classrooms, etc. Generally, work involves exposure only to normal, everyday risks. Work involves some after-hours duty and is subject to changing priorities, tight deadlines, peak periods and emergencies.