Chautauqua Institution

  • HUMAN RESOURCES: Recruitment & Talent Manager

    Job Locations US-NY-Chautauqua
    Posted Date 1 month ago(1/17/2020 4:20 PM)
    ID
    2020-3222
    # of Openings
    1
    Category
    Human Resources
  • Overview

    Chautauqua Institution is a not-for-profit global convener of dialogue on the most significant issues of the day through engagement across four pillars of the arts, education, religion, and recreation. The Chautauqua community is located on the shores of Chautauqua Lake in southwestern New York State and comes alive each summer with a unique mix of visual and performing arts, lectures, interfaith worship/programs, and recreational activities. The Institution has just recently passed a strategic plan (150 Forward) that endeavors to expand its reach to year-round programming and to harness its brand for continuous impact. A new Washington, DC, office has opened to allow the Institution to play an ongoing role in the cultural conversations of the nation.

     

    Chautauqua Institution's mission is dedicated to the exploration of the best in human values and the enrichment of life through a program that explores the important religious, social, and political issues of our times; stimulates provocative, thoughtful involvement of individuals and families in creative response to such issues; and promotes excellence and creativity in the appreciation, performance, and teaching of the arts.

     

    Application Procedures 

    Interested applicants must submit a resume and writing sample, typically a cover letter, (as a single .PDF) for consideration.  You are encouraged to learn more about Chautauqua Institution at CHQ.org and the 150 Forward Strategic Plan at 150fwd.CHQ.org. 

    Responsibilities

    Position Summary 

    The Recruitment & Talent Manager will report to and strategically partner with the Director of Human Resources on design of a comprehensive human capital management plan and workforce planning solutions 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.   

     

    Responsibilities  

    • Lead organization-wide recruitment strategies for a prism of operating departments with the goal of attracting a highly qualified seasonal/permanent workforce toward the realization of a strategic cross-cutting imperative for labor and talent solutions.  Guide the Institution’s talent philosophy through talent assessment and management in alignment with brand, purpose, opportunity, and culture.  
    • Function as an energetic, enthusiastic, and bold first point of contact for candidates through the development of talent pipelines, participation in recruitment/networking events, candidate pre-screening and panel interviews, and ongoing communication regarding employment opportunities.     
    • Management of cyclical recruitment processes with deeply shared responsibilities, including registration for/coordination of internal and external recruitment events and job fairs.  Partner with marketing to design and modernize collateral materials for recruitment, including digital/social media content, advertisements, brochures, job fair supplies, swag, etc.  Organize leadership and drive recruitment efforts through the establishment and execution of internal recruitment goals, which account for turnover.  Promote cost savings on labor by focusing on initiatives that promote retention of an experienced seasonal workforce without reliance on staffing agencies or excessive overtime.   
    • Author compelling and vibrant job descriptions for all positions, open/close jobs on company and partner websites, store/forward applications from applicant database, and capture candidate contact information from recruitment events for continual contact.    
    • Build industry-specific regional and national partnerships to develop a diverse talent pipeline from experienced candidates to student interns.  Conceptualize and promote an internship program for broader Chautauqua Institution focused on both a high-level learning experience and interdepartmental cross-training in support of summer operations and development of a diverse, educated, and experienced permanent talent pipeline for future opportunities. 
    • Use iCIMS Talent Management Software to update the ‘employment’ section of CHQ.org to pre-screen and control the flow of applications to 50+ hiring managers with often simultaneous staffing priorities and internships.  Create comprehensive onboarding materials for new and returning employees.  Use software to extract/report out data analytics on recruitment and retention to guide future strategies.   
    • Create and manage electronic employee surveys and analytics for onboarding, seasonal offboarding, exit interviews, event/training feedback, and employee engagement.   
    • Support Human Resources in talent management/succession planning by aligning talent management philosophy to organizational goals.  Participate in a semi-annual review of key talent pools with organization leaders toward delivery on current objectives and growth towards more complex roles/skills for the future.  Mitigate risk and maximize investments associated with attracting/retaining top talent.  Partner with Human Resources to ensure leadership development, participation, and accountability for fostering a talent culture.   
    • Manage orientation processes organization-wide in partnership with the Director of Guest Experience & Sales.  Integrate the broader leadership team toward a comprehensive onboarding and training experience reflective of the Institution’s Mission, Vision, Shared Values, and IDEA (Inclusion, Equity, Diversity, and Accessibility).   
    • Support training efforts with an inclusive approach to talent management by identifying high potential employees ‘early’ and ‘often’ in collaboration with leadership and Human Resources Director Promote talent development through coaching, mentoring, and training employees with a focus on employee performance aligned to skills/capabilities to deliver on strategic objectives.    
    • Collaborate with the Human Resources Director on talent identification criteria though a well-documented performance appraisal processes based on competencies, behaviors, and values that support organization culture, deliver on strategy, and promote transparency. 
    • Work in a team environment with Human Resources/Payroll to complete electronic onboarding processes for new and returning employees from executive leaders to seasonal staff (1,600+) for preseason and operating season (June – August).  Maintain accurate payroll information and records by designing systems to collect, calculate and enter complex data into iCims Recruitment Platform and UltiPro Payroll Software. 
    • Support an employee-oriented organizational culture emphasizing quality, continuous improvement, collaboration and high performance.  Remain accessible, visible and ready to serve as a coach for candidates as well as internal colleagues and employees.     
    • Function as an internal systems expert regarding HRIS System (iCims/UltiPro) and act as a leader/trainer during software upgrades and transitions while actively participating in learning processes and training. 
    • Maintain professional and technical knowledge by attending educational workshops, reviewing publications, establishing networks and participating in relevant professional organizations. 

    Qualifications

    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 of 5-years progressive experience in human resources with a core focus on talent acquisition/management or equivalent combination of education/work experience required.     
    • Experience utilizing a comprehensive Human Resources Information System (HRIS) for recruitment, onboarding, payroll, recording keeping, and talent management is required.  Functional knowledge of iCIMS and/or UltiPro Software is beneficial, but not required.   

     

    Skills and Abilities 

    • Demonstrated knowledge of Human Resources functions with core experience in talent management, including branding, philosophy/culture, acquisition/recruitment, training/development, employee engagement, and analytics.  HRIS experience required.  
    • Exceptional interpersonal communication skills and highly professional demeanor required to provide a premiere candidate relationship management experience.  Social perceptiveness and persuasion as related to reactions and responses to those reactions.  
    • Advance writing skills necessary to author a high volume of email communications, internal/external business communications, social/web content, content for collateral recruitment advertisements/materials, and survey design.  
    • Expert communication skills to navigate and coach employees/colleagues at all levels on complex, time-sensitive and complex issues requiring consistent ethics and professionalism.  
    • Ability to lead strategic processes and think creatively with the goal of continuous improvement.   
    • Active learning and listening skills to understand the implication of new information for current/future problem solving and decision making as well as asking questions as appropriate. 
    • Aptitude to make recommendations to effectively resolve problems using independent judgment that is consistent with standards, practices, policies, procedures, regulation or law. 
    • Demonstrate a fluency of ideas and commitment to a collaborative approach to work.  Prioritization of multiple projects/work simultaneously with competing demands and balanced patience while focusing on accuracy/attention to detail. 
    • Advanced word processing skills including reading comprehension, research, summarizing, editing/writing and daily utilization of MS Office 365 (Outlook, Word, Excel, PowerPoint, One Drive/Share Point) and other web-based software. 

     

    Physical Requirements 

    • Reaching by extending hand(s) and arm(s) in any direction as part of routine work. 
    • Standing for sustained periods occasionally, particularly when conducting training or engaging community audiences. Walking about on foot to accomplish routine tasks over long distances to move from one work location to another on the grounds and to attend/participate in community events. 
    • Typing or otherwise working using fingers rather than the whole hand. Close visual acuity is required to prepare/analyze, transcribe, view a computer screen, for reading, and operation of motor vehicles/equipment. 
    • Talking by expressing or exchanging ideas through spoken word, including activities in which detailed information must be conveyed or important instructions are spoken accurately, loudly, or quickly. 
    • Hearing by perceiving the nature of sounds at normal speaking levels with or without correction. Ability to receive detailed information through oral communication and make discriminations in sound during musical performances. 
    • Primarily sedentary work in the exertion of up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time with walking and standing required occasionally. 

     

    Working Conditions and Environmental Hazards 

    • The incumbent is subject to environmental conditions, as activities occur inside and outside. Protection from weather conditions is typically provided but will not necessarily prevent temperature changes. 
    • Incumbent may be subject to extreme heat, including temperatures above 100 degrees for periods of more than one hour, including sun, wind, and humidity. 

     

    Contacts 

    Internal 

    • Reports to the Director of Human Resources for Chautauqua Institution 
    • Routine interaction with the Payroll & Benefits Manager and coordination with the Human Resources & Payroll Assistant 
    • Provides direction/training to and collaborates with Senior Management, Management, and Employees. Interaction with year-round and seasonal employees of Chautauqua Institution and Hotel. 

     

    External 

    • Candidates for all positions at Chautauqua Institution and Chautauqua Hotel Company 
    • HRIS System Administrators (iCims, UltiPro, and I-9 Advantage) 
    • Suppliers and vendors, as needed  
    • External auditors, as required  

     

    Supervision and Guidance 

    The Recruitment & Talent Manager has no direct reports but will manage the summer seasonal internship in Human Resources.  Routine training and direction are provided by Human Resources Director with the support of Payroll & Benefits Manager and Human Resources & Payroll Assistant.      

     

    Hours of Work and Travel 

    The Human Resources Specialist 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 April – September.  There is flexibility around schedule/worked hours, but 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.  Potential to visit Chautauqua Institution Offices in Washington DC.   

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