Morristown
1 E Main St
Morristown, NJ 07960, USA

At Ports America, the Senior Talent Partner is responsible for supporting company-wide talent acquisition strategies and activities to attract and acquire top talent. Creating a world-class experience for all candidates from first point of contact to on-boarding and beyond, this position will maintain the talent acquisition framework, infrastructure, and strategies to support the short- and long-term business needs and objectives.

Responsible for the full life cycle recruiting process for assigned client groups and associated positions.
Refine, communicate, and implement the company’s philosophy in the identification, interviewing, and selection of talent.
Support efforts in defining, refining, and implementing the company’s system needs in all areas of talent acquisition including:
- Job postings (internal and external facing)
- Front-end candidate assessment tools (include skills and company fit criteria)
- Applicant tracking system.
- On-going workforce planning and integration to talent management processes
Initiate and align activities in support of diversity recruitment strategies.
Partner with hiring manager(s) to determine hiring needs/requirements.
Develop and maintain an excellent relationship with internal and external clients to ensure achievement of staffing goals.
Serve as an expert for recruiting candidates within an assigned territory, screen resumes, interviews candidates (by phone or in person), administers appropriate assessments and reference/background checking, on boarding, makes recommendations for hire (or not hire) and delivers employment offers for both exempt and nonexempt position openings within an assigned territory.
Manage internal transfer process, including screening, coordination of interviews with hiring manager, transfer offer letters, etc.
Use traditional and nontraditional resources, such as career fairs, university/campus recruiting, social media, sourcing, career fairs, community network events, etc., to identify and attract quality candidates and develop a pipeline of top industry talent.
Follow up with candidates and hiring managers to obtain feedback regarding the recruiting process.
Evolve, and continuously communicate the company’s employee value proposition to all appropriate stakeholders, e.g., prospects, candidates, executives, hiring managers, universities, employees, communities.
Maintain accurate applicant records and data in applicant tracking system.
Lead content development of communication materials to be used throughout the talent acquisition process (i.e., careers website, online applications, brochures, university events, etc.).
Analyze and evaluate recruiting data monthly and communicate to business partners (i.e., turnover, cost/hire, time to fill, projections, re-forecasting)
Monitor industry employment trends and work closely with senior leadership to ensure talent acquisition approach and the company’s total package remains competitive.
Ensure integrity and compliance with policies and procedures through the entire talent acquisition process (e.g., immigration, background checks, SOX compliance and reporting).
Manage relationships with 3rd party recruitment firms and vendors.
Travel 20%

Minimum Qualifications:

Bachelor’s Degree in Business, Human Resources Management, or related discipline.
- Equivalent education and experience will be considered.
4+ years of talent acquisition experience
Experience with various applicant tracking systems and recruitment/employment job boards.
Experience developing and implementing college/university relations programs.
Proven experience using creative sourcing techniques to identify top talentfor hard-to-fill positions.
Project implementation and change management experience; proven ability to influence and gain commitment from others.

Preferred Qualifications

A balance of strategic thinking with the ability to focus on the details necessary to execute the strategy.
Strong project and/or program management skills with understanding of the technology lifecycle.
Proficiency in the use of the Microsoft Office suite (Outlook, Word, Excel, PowerPoint).
Strong interpersonal and relationship building skills.
Strong oral and written communication skills.
Ability to identify problems, make decisions, create solutions, and take action.
Adaptability to work with people from various cultures and areas of the business.
Extremely detail oriented, proactive, and organized.
Knowledge of the principles and practice of employment administration.

NOTE: This job description is not intended to be all-inclusive. Employees may perform other related duties as needed to meet the ongoing needs of the organization.

Ports America is an Equal Opportunity Employer encouraging diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race; color; religion; national origin; sex (including pregnancy); sexual orientation; gender identity and/or expression; age; disability; genetic information, citizenship status; military service obligations or any other category protected by applicable federal, state, or local law.

This role does not offer sponsorship for work authorization. External applicants must be eligible to work in the US.

If you require additional information about our comprehensive data privacy policy (https://www.portsamerica.com/assets/pdf/CCPA Employee Compliance Notice.pdf ), we invite you to contact us via email at human.resources@portsamerica.com . Our dedicated team at Ports America will be pleased to address any specific inquiries or concerns you may have regarding the handling, protection, and security of your data. We are committed to ensuring the utmost privacy and confidentiality of your personal information and will gladly provide you with the necessary details to help you better understand our practices and protocols.

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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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Ports America, Inc.

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