Recruiting Manager

Summary Chenega Security seeks a Recruiting Manager to lead the recruiting function and team in successfully supporting funded and new business recruitment efforts. The Recruiting Manager will function as a Technical Recruiter and team leader, but also a member of the Business Development team. This individual works extremely closely with BD staff to ensure adequate recruitment and compensation analysis support on all proposal efforts. The Recruiting Manager is a key contributor to proposal staffing and pricing strategies. Additionally, the Recruiting Manager collaborates with Human Resources on action items related to classification, staffing and compensation. This position is contingent upon contract award. Responsibilities Develops, implements, and administers full cycle recruiting methodologies, policies and procedures Implements and refines appropriate candidate screening techniques and tools to continually ensure fully accurate and informed hiring decisions Fosters a collaborative recruiting team that engages in active and creative recruitment sourcing strategies versus reliance on traditional online candidate job boards. Strategies may include, but are not limited to social media networking (LinkedIn, etc.), developing relationships with education institutions, professional organizations and military transition assistance groups, and internet recruitment through techniques such as X-ray, flip search, etc. Actively sources, hires, and develops a recruiting department that is flexible enough to quickly respond to the ever-changing priorities, adapting and applying new approaches to different scenarios Collaborates and communicates extensively with Executives and Operations to tailor recruitment strategies based on productivity and success metrics to identify and attract a diverse slate of top caliber candidates Monitors the recruiting workflow and provides direction for prioritizing requisitions to ensure attainment of service level expectations. Allocates resources between funded and proposal requisitions to ensure an equitable workshare Responsible for maintenance of funded and proposal staffing matrices; provides weekly recruitment status updates to Program Managers and business services Oversees web-based applicant tracking system. Ensures proper training of staff, clarity of roles, responsibilities, and processes Provides direction on capitalizing on system capabilities to streamline efforts and ensure efficiency Primary recruiter for internal (indirect) vacancies for the business unit Maintains Careers page for subsidiary website; also oversees updates to SSBU LinkedIn account Arranges and facilitates job fairs and/or open houses as needed, nationwide Coaches and mentors staff development, providing opportunities to improve skills and supplying regular feedback on progress Advises, counsels, and directs recruiting team as performance issues arise; may implement improvement plans and terminates employees if required Represents the Recruiting Function in daily staff operations meetings and bi-weekly program meetings Represents the business unit at monthly Corporate Recruiting meetings and annual recruiting training events Manages recruiting related budget areas such as job posting contracts, placement fees, temporary staffing costs, employee referral program, etc. Negotiates fees with vendors, reviewing contracts and identifying costs saving opportunities Conducts compensation analyses. Shares recommendations with Human Resources and Finance Ensures compliance with ISO standards; conducts routine and ad hoc audits of recruitment records Ensures compliance various employment laws, such as FLSA, EEO, OFCCP, ADA, and McNamara-O’Hara Service Contract Act Develops training for Hiring Managers, ensuring that they stay current on best recruitment practices and changes to employment laws that may impact the recruitment process Supports the Business Development team as a primary recruiter of key personnel for proposal submittals. Frequent recruitment of business consultants, subject matter experts, technical and DoD-cleared candidates is to be expected Leads incumbent capture staffing efforts Reviews RFPs/RFQs and any relevant solicitation documents, providing input and assessing risk during bid/no dib or proposal kickoff meetings Key contributor to proposal pricing and final compensation strategy. Conducts market analysis, acquires competitor intelligence, and provides thorough compensation and classification recommendations. Justifies decisions to lag, match, or lead market Analyzes proposed labor categories/positions within solicitations and applies knowledge of employment law (FLSA, SCA, etc.) and the Chenega Compensation system to classify categories/positions properly and strategically Supervisory Responsibilities: Directly supervises the Recruiting Team Other duties as assigned Qualifications Minimum Qualifications: (To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.) Bachelor’s degree in Business Administration, Human Resources or another relevant discipline. Equivalent experience may be substituted for a degree. Minimum five (5) years’ experience as a recruiter, to include at least one (1) year in a supervisory role. Experience in the federal contracting sector. Must have prior experience with either account or team management. The successful candidate should be able to demonstrate prior experience executing management functions such as, but not limited to: addressing employee issues or concerns, providing positive and negative performance feedback, coaching/training employees, and confidently representing the Recruiting department at internal and external company meetings. Must have prior experience supporting new business development. Examples include, but are not limited to, compensation/market analysis, and contract labor category mapping. Knowledge, Skills and Abilities: Strong organizational skills; must be able to manage multiple requisitions, proposal efforts, and resources simultaneously Ability to communicate effectively with recruitment team members, program managers, executives, customers, and external organizations Ability to manage a small team successfully Ability to consult to senior leadership Ability to work directed and competitive proposals to attract candidates, build staffing matrices, and extend contingent offers and letters of intent Knowledge of recruitment within the federal contracting environment Skilled at sourcing using a variety of recruiting tools, including traditional job boards as well as social media; demonstrates outside-the-box recruitment techniques to identify highly technical and specialized candidates Skilled at building, cultivating, and maintaining a network of cleared, technical and professional passive candidates Knowledge of, and experience with, applicant tracking systems such as iCIMS Demonstrated proficiency with MS Office, to include Word, Excel, Power Point, Outlook and SharePoint Knowledge of, and experience applying/complying with: FLSA, EEO, OFCCP, ADA, and McNamara-O’Hara Service Contract Act Skilled a conducting salaries surveys and market analysis Skilled at determining proper classification of current and prospective employees, per current employment law