Talent & Recruiting Role

POSITION SUMMARY

Facilitate the selection and alignment of the Company’s talent. Responsible for administering COPT Defense recruiting, onboarding, and employee lifecycle. 

ESSENTIAL FUNCTIONS

Recruitment. Lead the full recruitment cycle and support the selection of top talent.

• Candidate Selection
  
  
  
  • Lead and execute candidate selection process for company-wide roles.
  
  
  • Utilize UKG, LinkedIn, college/university career fairs + platforms, professional associations, and trade groups to enact proactive applicant sourcing.
  
  
  • Create new and backfill opportunities in Recruiting Gateway and monitor and facilitate workflow approvals.
  
  
  • Maintain all applicant tracking. Review and screen resumes, initiate contact with candidates maintain status on next steps, and coordinate interviews.
  
  
  • Develop strong relationships with Hiring Managers by leveraging input from Human Resources Business Partners (HRBPs) on managerial recruiting style and actively communicating via email and weekly/bi-weekly update meetings.
  
  
  • Conduct phone interviews.
  
  
  • Maintain and communicate recruiting-related documentation and reporting, including sourcing list.
  
  
  • Maintain relationships with agency partners by establishing regular communication for active opportunities.
  
  
  • Lead annual Internship class recruiting, welcome orientation + gifts, and learning series.
  
  
  
  


• Onboarding
  
  
  
  • Execute full onboarding administrative processes.
  
  
  • Prepare new hire talking points for verbal offers.
  
  
  • Create + send official offer letters + packages to candidates, including initiation of background check and drug screen.
  
  
  • Monitor status of pre-employment requirements and maintain contact with the candidate through the first day of employment.
  
  
  • Complete internal notifications, calendar invites, schedule orientations with IT/Payroll/HR, and send welcome email with first day instructions.
  
  
  • Work with Hiring Managers to ensure all tools and resources are made available to new hires.
  
  
  • Greet new hires on first day for orientation.
  
  
  
  


• Offboarding
  
  
  
  • Execute full offboarding administrative processes.
  
  
  • Create + send termination letters. Collect resignation letters, if applicable.
  
  
  • Schedule Exit Interviews with HRBPs.
  
  
  • Develop key exit metrics and evaluate termination trends.
  
  
  
  


• Quarterly Staffing Process
  
  
  
  • Execute quarterly staffing process.
  
  
  • Create and maintain relevant analytics.
  
  
  • Partner with HRBPs and Managers on staffing needs.
  
  
  • Request quarterly staffing changes from Regionals and Business Unit leaders.
  
  
  • Create and clean up opportunities and prepare reports.
  
  
  • Lead the budgetary process with Corporate Accounting by providing relevant staffing updates.
  
  
  • Provide quarterly recruiting-related accruals.
  
  
  
  

Workforce Documentation + Compliance. Partner with HR Business Partners to document the employee lifecycle including but not limited to new hires, status changes, compensation actions and terminations.  Execute full workforce documentation and compliance processes.

• Create, distribute, and track Employee Action Forms and letters to reflect employee lifecycle events.


• Enter lifecycle events in UKG and prepare documentation for the bi-weekly Green Folder (Payroll) materials.


• Partner with HR Works on annual reporting requirements + related action items/plan for Affirmative Action Plan (AAP), Equal Employment Opportunity (EEO), and Veterans-4212.


• Ensure compliance of recruiting practices and applicable regulations (ex: pay ranges on job postings).


• Administer the monthly random drug screens.


• Create and distribute workforce metrics monthly dashboard.

SECONDARY RESPONSIBILITIES

• Manage non-employee contractor requests including vetting for business necessity, sending internal notifications, account creations, and account terminations.


• Administer human resources policies, procedures, and programs, as needed.


• Other job-related duties as assigned.

QUALIFICATIONS 

Education - Bachelor’s Degree in Human Resources, Business Management or other related degree preferred.

Professional Experience - Minimum of 3 years of human resources experience, with specialization in recruiting preferred.

Computer Skills

• PC proficiency including Microsoft Office applications (Word, Excel, Outlook, PowerPoint etc.) and ability to learn company specific software.


• Ability to adapt to new or changing software programs.


• Familiarity using HRIS, UKG Pro preferred.

Mobility - Infrequent travel to out of state company offices.

Other Requirements

• Demonstrated ability to maintain confidentiality.


• Demonstrated professional presentation and communication.


• Demonstrated knowledge of HR policies, procedures, and compliance of federal, state, and local laws.


• Excellent interpersonal and written/verbal communication skills, with keen attention to detail.


• Strong organization and administrative skills, including proficient proofreading and close attention to detail.

Pay Range: $48,000 - $75,000
CDP proudly offers to all employees working a minimum of 30 hours per week market-leading health benefits including medical, dental, vision and prescription, etc.