Requisition ID: 50343
Job Function/Category: Human Resources
Employment Type: Exempt Full Time
This is an exciting time to be joining PSEG. Our commitments, which include safety, integrity, customer focus, and diversity & inclusion, are the fabric of our culture and help drive the success of our business. We are fortunate to have an outstanding workforce of diverse and highly skilled talent who move us forward in our operational excellence journey. PSEG has more than 12,000 employees who are dedicated to the communities we serve and embody our vision: People providing Safe, Reliable, Economic and Greener Energy
The Manager - Talent Acquisition is responsible for developing, supporting and maintaining workforce and recruitment systems, programs and strategies that attract and retain talent. The Manager - Talent Acquisition will manage and develop a team of recruiters who will drive the external and internal recruiting and staffing process for PSEG. The Lead must foster an environment of continuous improvement, compliance and customer service by leading the recruiters in finding the strongest candidates through creative sourcing and emerging recruitment technology, while consistently following the policies and procedures of the company. The Manager - Talent Acquisition will also partner with business leaders and hiring managers to develop and execute hiring strategies and plans.
The Manager - Talent Acquisition is also responsible for promoting and maintaining a highly professional and integrated image of the organization in the community by enhancing the candidate experience and assisting in establishing the outreach efforts with educational and community organizations for recruitment purposes. Finally, the Manager - Talent Acquisition will work to enhance visibility and reputation in key recruiting channels while positioning the organization as an employer or choice among target candidates.
Specific duties include:
Direct and manage team in multiple locations in the recruitment, screening and interviewing of internal and external candidates for administrative, support staff, skilled trades, professional, technical, executive and management positions. Manage the performance planning, counseling, evaluation, recognition and salary processes of Staffing associates. Maximize productivity and broaden the depth and breadth of skills and competencies of associates. Develop high performing teams and individual talent through coaching and counseling. Assist in designing and implement pre-employment testing schedules and strategies. Lean support to the college and MBA recruitment process. Requires travel to Long Island and Salem
Work with the businesses to design and implement staffing tactics and programs to determine the optimal mix of internal and external staffing activity in order maximize performance for the organization. Develop, implement and monitor metrics to assess the overall effectiveness of initiatives and programs to support the organization’s goals and objectives. Identify, implement and monitor best practices related to staffing (e.g. e-recruiting, automated tracking systems, other recruiting activities) to increase recruiting efficiency and quality, while decreasing cycle-time to fill positions. Oversee candidate tracking system implementation and upgrades. Maintain awareness of the current and anticipated staffing needs of the entire organization by working closely with HR leaders and business unit managers.
Evaluate current state processes and identify points for improvement. Research benchmark processes and programs to improve operational excellence. Implement changes effectively and smoothly through strategic change management planning.
Responsible for recommending and managing strategic direction for the following areas: college recruiting, employment advertising, attracting and retaining top talent. Promote and maintain the employment brand through strategic and integrated use of on-boarding tools, recruitment brochures, and other collateral materials.
Assist in developing, deploying and monitoring recruitment metrics across the recruiters to gauge the effectiveness of individual recruiters, the team, client services, best practices and to facilitate recruitment planning and strategy.
Assist in developing effective outreach programs and working relationships with external leaders, community organizations, colleges, universities and agencies as an opportunity to help identify, train and recruit qualified candidates for positions. Deploy recruiters to career fairs and outreach initiatives as necessary. Represent PSEG on state, regional and local associations, boards, committees and task forces that contribute to the effectiveness of PSEG’s Outreach initiatives as necessary.
Monitor and maintain compliance with applicant tracking and other business requirements. Ensure EEO compliance. Maintain current knowledge of relevant recruiting procedures and practices in compliance with State and federal regulations
Develop, deploy and manage training programs for hiring managers designed to improve recruiting and staffing efficiencies and reduce turnover. Develop and deploy training programs for recruiters in order to increase effectiveness.
Thorough partnership with the Business Center & Talent Management ensures that new associates are on-boarded properly.
Manage vendors performing services for the staffing group, including job boards, relocation firms, retained/contingency search firms, etc. Effective support the recruitment budget for the vendor.
Bachelor’s degree in related field
7-10 years relevant HR experience or firm experience
Minimum of 6 years relevant experience including staffing, employment, strategic sourcing, executive recruiting, and/or process management
Minimum 4 plus years directly supervising entry-level recruiting specialists and others
Demonstrable proficiency in multiple forms of candidate sourcing, including use of internet, search firms, referral programs, etc.
Direct experience in negotiating and managing outsourced vendor relationships
Demonstrable experience in creating staffing strategies for high volume, short supply skill sets (ex: meter readers)
Demonstrable proficiency in creating client presentations aimed at “selling” to internal clients
Direct experience in one-on-one recruiting of senior manager level talent
Experience interacting with, presenting and communicating with high level executives
Creating, managing and reporting on regular key performance indicators
Process improvement and/or change management experience in a corporate environment
SPHR or SHRM-SCP certification
M.A., M.S., or M.B.A. degree in related field (ex: HR Management)
4 years’ experience as a recruiter/search consultant
3 years as a Staffing Manager at the “corporate” level of a large company
Successful experience managing client relationships
Energy or energy services experience
Experience operating in a union environment within collective bargaining agreement requirements
Management and/or development of a large scale staffing function or department
Successful selling experience of a Search Firm’s services to a large corporate client
Development of a large scale staffing function or department
As an employee of PSE&G or PSEG Long Island, you should be aware that during storm restoration efforts, you may be required to perform functions outside of your routine duties and on a schedule that may be different from normal operations.
This site ( ****) is strictly for candidates who are not currently PSEG employees. PSEG employees must apply for jobs internally through empower which can be accessed through the mypseg homepage by clicking on the employee center tab, then under the empower header, choose careers.
Business needs may cause PSEG to cancel or delay filling position at any time during the selection process
Public Service Enterprise Group (PSEG) is an equal opportunity employer, dedicated to a policy of non-discrimination in employment, including the hiring process, based on any legal protected characteristic. Legally protected characteristics included, race, color, religion, national origin, sex, age, marital status, sexual orientation, disability, or veteran status or any other characteristic protected by federal, state, or local law in locations where PSEG employs individuals.
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