Corporate Specialist, Talent Acquisition - Full-time

Interstate Hotels & Resorts

The Corporate Talent Acquisition Specialist is responsible for providing all necessary administrative support and service to the Corporate Talent Acquisition Team in order for them to be successful in reaching all established performance metrics and goals relative to the full cycle talent acquisition of assigned corporate and field management position. This includes the support to the team to maximize their time for sourcing, networking, pipe-lining, screening, interviewing, selection process and assigned annual projects and goals. 

ORGANIZATIONAL SCOPE:  

The position is an internal Corporate HR / Talent Acquisition support position however the individual in this role will also have extensive direct contact with various internal and external applicants and/or potential candidates and their provided reference contacts. The position requires strong attention to detail, tracking skills, follow-up and execution on tactics related to assigned job responsibility and projects. They must demonstrate proactive, timely and effective verbal and written communication skills with all stakeholders. Ability to handle conflicting priorities with accuracy and timeliness on delivery is essential. Must demonstrate exceptional service and problem resolution skills to internal and external guests at all times. 

The position will support all the administrative steps and phases of the entire Talent Acquisition process and will have regular communications with key company hiring managers and stakeholders at both property and corporate level so a focus on professionalism, tact and self-awareness is required.

ESSENTIAL FUNCTIONS include but are note limited to:

Coordinate all on-going Corporate and BIG 5 (GM, DOS/M, DOF, DORM, HRD/M) on-site, off-site, specific destination and/or video conference interview schedules for each Corporate Talent Acquisition Manager’s assigned Job Requisition’s selection/hiring team members. This will include making appropriate travel arrangement and the handling of candidate expense reimbursements.  

Conduct relevant reference checks for all final candidates as requested by each Corporate Talent Acquisition Manager as needed. 

This position will also assist the Corporate Talent Acquisition Team members on sourcing, and cold calling passive talent. (To include but not limited to the data mining Interstate Talent Community, Hospitality On-Line and HCareers resume databases, LinkedIN External Talent Pipeline and Internal Talent Pipelining).  

Responsible for the authoring of all Offer Letters and the sending all Offer e-mails with corresponding benefit costs sheets, vacation information and relevant info to include relocation and/or signing bonus information as applicable.  

Responsible for sending, receiving and auditing of all relevant new-hire, re-hire and transfer/promotion hire on-boarding paperwork and coordinating with HRIS team and/or property level HR Partner and/or HR Executive on Workday system hiring. 

Assist in the coordination and completion of all I-9 Express work verification information. 

Launch and manage all Big 5 background check processing for each new hire and ensure start dates follow completed “clear” background checks, (and those with “alerts” have been vetted to completion prior to start dates. 

Responsible for bi-weekly background check audits to ensure 100% of all Big 5 and Corporate positions have completed background checks. 

Perform as needed as the back-up to primary corporate background check issuer. 

Responsible for all post offer acceptance communication to hiring managers with appropriate on-boarding checklist, follow up with payroll for associate referral payouts, signing bonus payment and/or one time relocation payments in lieu of managed or reimbursed relocation packages. 

Responsible for the tracking and processing of all managed relocation and/or relocation reimbursement packages and programs. 

Perform all required administrative responsibilities for both corporate and property level company approved employer sponsored work Visa programs. 

Manage and deliver all daily/weekly/monthly and quarterly required custom reports to include but not limited to: (daily job req status reports, twice weekly OPR, weekly Platinum OPR, bi-weekly Crossroads Sales report, monthly CHRO reports, monthly recruiting re-billing report, monthly talent acquisition performance metric reports and other ad-hoc reports as requested. 

Coordinate the sending and receiving of all monthly Affirmative Action renewal plan reporting, including hotel communication, coordinating the sending and receiving of all information to outside legal firm who follow-ups, auditing and annual property list maintenance. 

Process weekly all candidate expense reports and relocation tracking / billing in a timely manner and all necessary follow up with Accounts Payable and Tax.  Answer questions and communicate regularly with applicants and newly hired associates.   

First responder and coordination for the following corporate email mailboxes (Talent Acquisition, ADA Assistance), and all Social Media Candidate Communication (responding to questions and addressing any reputation management concerns) ensuring accurate and time-sensitive responses.  

Track and process all monthly and quarterly department billing items (monthly and one-off’s) accurately and in a timely manner.  Monitor compliance with approved budgets, processes property reimbursable items, and partners with AR/AP as necessary. 

Responsible for updating, managing and organizing all Corporate Talent Acquisition documents on Talent Acquisition’s shared drives and all content on iWay/Sharepoint. 

The position will have primary responsibility in the external and internal/transfer/promotion (regular, interim and temporary task force), hires documented offer and on-boarding packages, as well as the entire background checking launch, tracking, archiving and auditing for all field General Manager, Director of Finance, Director of Sales/Marketing, Directors of Revenue Management, Directors of Human Resources and lead Human Resource Manager positions.

Additionally this position will be responsible for completing the transfer/new hire process from Workday Recruiting to Workday HCM for all the above noted positions to the point of roles assignments. 

This position will at times be the designated team member to follow up and manage the full-cycle recruiting for Big 5 and/or Corporate job requisitions for an assigned Corp TA Manager that us out on Paid Time Off and/or Leave of Absence etc.  

The position will be responsible to organize and import relevant sourcing data (from both direct and indirect specific job requisition sourcing assignments), into our external pipelining tool within LinkedIN Recruiter.  

The position will support the function of developing, growing and maintaining our Internal Talent Pipelining resource through the consistent and constant capturing of Talent Cards as the first step towards harnessing the succession planning tools and components within Workday. 

Work closely with the Learning & Development Department to created and launch effective campaigns that capture all relevant Talent Card information from existing internal management at all levels of our organization.

Capture all relevant Talent Card information as a routine part of all on-boarding for all new-hires, re-hires, transfer/promotion hires, and for all new management talent transitioning-in as part of the takeover of hotels new to Interstate. 

Present and capture all relevant Talent Card information at all GM, HR and Corporate Orientation sessions, as well as, during regularly scheduled Operations, Sales, Finance, and Revenue Management - Regional and/or Discipline meetings.

The position will support such functions as Workday Recruiting Training as part of Orientation for new field select service General Managers and full service Human Resource Directors, and lead Human Resource Managers. Maintenance and administration of all Candidate Expense Report processing, Referral and Signing Bonus payment processing, Relocation

Reimbursements and tracking, Department/Field Billing and Re-billing and Affirmative Action Reporting. 

Assist in maintenance of and reporting from all the 3rd party out-reach applicant generator partner vendors on a monthly / quarterly basis.  

The position may at times also support the transition of new hotels with the training of certified transition task force personnel on all applicable HR Tal Acq Systems. (I-9 Express; Workday; Talentwise/Background Checks. This position may at times also support the newly acquired hotel management teams with the orientation and training of all applicable HR- Tal Acq Systems as noted above for key management roles, (HR Executive, HR Partner, Compliance Manager, Primary Recruiter and Hiring Managers). Additionally this position may at times be the designated primary person responsible for the complete administration of all immediate property level job openings/requisitions until such time as the key management roles are trained and self-sufficient. 

Performs special projects and other responsibilities as required. 

Additionally this position will support the efforts of the company by providing administrative support, project work, ongoing communication with stakeholders, system and database administration and organizing and tracking.

Knowledge and Skills:

Education:    A four year college degree is preferred.

Experience:     Previous experience in a fast paced Human Resources office / Administrative environment preferred.  Previous hospitality / service industry work experience is extremely helpful.  Experience executing project plans and ensuring “on-time delivery” of key items is critical.  

Skills and Abilities: Strong communication abilities (verbal and written) and excellent computer skills (Word, Excel, PowerPoint, and HR Management systems). Workday and SharePoint experience preferred. Strong attention to detail and accuracy of work required.  The ability to multi-task and handle conflicting priorities is essential.  The ability to work within Interstate’s established values and competencies.

No. of employees supervised:    None.

Travel required:    Very infrequent.  Some travel may be required to support orientation and company conference events.  

Hours Required:    On average 40-50 hours.  Days and work times will vary based on business need.  At times long hours and flexible scheduling may be required to support projects.

Interstate Hotels & Resorts is an EEO/AA/Disabled/Veterans Employer. and to navigate to the “EEO is the Law” poster and supplement.