Job Summary:

The Talent Acquisition Specialist II develops innovative and aggressive methods to source, evaluate, and deliver a diverse pool of qualified candidates across multiple job functions, career levels, and locations to support all school operations organization-wide. Additionally, the Talent Acquisition Specialist cultivates and fosters relationships with their Recruiting partners, hiring managers, and various other stakeholders and networks to deliver upon both immediate short-term talent needs and strategic long-term projects.

• Compensation: Propel provides a salary range of $60,000-$65,000. Transferrable experience is recognized and attributed to our offers.
• Relocation Allowance: A relocation allowance for new hires moving to the area from 90 miles away or further.
• Health Insurance: Medical, dental, and vision plan options at a low cost for individual employees and families (Choice between Highmark or UPMC)
• Retirement: New hires participate in a 403(b); Propel contributes 5% automatically and matches up to 4%. This increases after 5 years.
• Paid Leave: In addition to 16-19 paid holidays annually and 2 paid Wellness Days per year, you'll receive 5 sick days and 10 Personal Days, along with an accrual of 3.332 hours of vacation time per pay period.
• Tuition Assistance: Reimbursement of up to $3,000 annually upon completion of course and receipt of grades for coursework that meets our eligibility requirements.
• Wellness Benefit: Reimbursement of $20 per month for wellness activities including Gym Memberships, health programs, etc. Additionally, staff have the ability to earn up to $300 for participation in a Wellness Program each year.
• Professional Development: At Propel, we believe in supporting staff growth and provide substantial school-based and network-wide professional development support for all staff. Our Executives participate in and lead Professional Development for all staff throughout the school year.
• Leadership & Career Development: Leadership opportunities are extensive at Propel, both in and outside of the classroom. There are opportunities for additional school-based leadership roles.

1. Sources candidates via traditional and non-traditional methods utilizing social media, UKG, PA-Educator.net, and various job boards.
2. Executes the full-cycle recruitment process including initial assessments, interviews, and negotiating job offers.
3. Facilitates the placement of available substitutes throughout all 13 buildings on a daily basis by working directly with Principals to understand upcoming and immediate needs.
4. Utilizes the RedRover Substitute Management system to drive notifications of upcoming vacancies, placement of substitutes, reporting, etc.
5. Supports and assists with onboarding for all day to day substitutes
6. Assists and supports Residency Program with sourcing and selection processes.
7. Fully supports and drives the diversity recruitment strategy of Propel Schools to effectively employ a staff that properly parallels the student population to best support student learning.
8. Holds strategic consultation meetings with recruiters and hiring managers to understand the responsibilities and qualification requirements for open positions, to understand the previous and/or anticipated challenges in identifying suitable candidates, and to gain insight into potential sources or networks that might prove effective.
9. Leverages available tools such as PA-Educator.net and LinkedIn to assess labor market supply and demand in developing and implementing creative sourcing strategies to support delivering a qualified diverse slate of candidates for various niche and hard to fill positions.
10. Partners with various niche and community groups, as well as internal stakeholders to increase the diversity of candidate slates provided to recruiters and hiring managers.
11. Develops and maintains a network of contacts to help identify and source qualified candidates, especially in the diversity arenas to strengthen our sourcing approach in this key area.
12. Performs various recognized sourcing/outreach techniques such as resume mining, complex internet searches (including Boolean searches), social networking, cold calling, and email blasting.
13. Continuously strengthens/learns new skills in the sourcing arena - specifically for diversity sourcing, passive candidate sourcing, and creative sourcing strategies - and sharing best practices with recruiting peers.
14. Serves as the company's initial point of contact for proactively sourced external employment candidates through the initial screening and qualification stage and until the point of handoff to a recruiter.
15. Reviews resumes and credentials for appropriateness of skills, experience, education and knowledge in relation to position requirements.
16. Develops job specific pre-screening questions in conjunction with hiring manager's requirements.
17. Maintains accurate and well-ordered documentation on all candidates, searches, and other recruiting activities.
18. Conducts research to gain market intelligence and stay abreast of emerging talent acquisition challenges, trends, and technology, and making recommendations for continuous recruiting process improvements.
19. Contacts candidates after hours, to be the first point of contact, as well as confirmation that their application has been received.

1. Bachelor's degree in Human Resources, Business, Communications or a related discipline and a minimum of 2 years relevant work experience is required.
2. In lieu of a bachelor's degree (preferred), a minimum of 4 years of relevant work experience is required. Relevant experience is defined as prior experience in Recruiting, Talent Acquisition, Candidate Sourcing, and/or College Recruiting.
3. Prior experience in an education talent sourcing role is preferred.
4. Previous experience with talent acquisition tools such as UKG (formally Ultipro), LinkedIn Recruiter and PA-Educator.net highly preferred.
5. Superior sales and presentation skills, high energy level and a sense of creativity to effectively match candidates with the company's needs, and to positively portray Propel Schools and its culture, values, and priorities.
6. Demonstrated capabilities for successfully sourcing diverse candidates is preferred.
7. Experience using creative sourcing strategies and resume mining.
8. Strong organizational and follow-up skills with a high level of attention to detail.
9. Outstanding negotiation and influencing skills.
10. Sound interviewing, organizational, public relations, negotiation and communication skills.
11. Broad knowledge of Employment Laws and HR Policies.
12. Must possess strong team-building skills and be a positive contributor in a team environment.
13. Able to work independently with a high level of professionalism and motivation.
14. Able to multi-task and maintain composure in a high-volume, fast-paced environment.
15. Proven ability to develop and manage strong relationships with a broad range of individuals at various levels of the organization.
16. Available to work before and after standard office hours as work requires.
17. Able to travel to attend career events when necessary.

• Own It. Our Leaders are experts who hold high expectations for themselves and their staff. We work hard, set goals, and take responsibility for our scholars learning.
• Walk Through the Door. Our Leaders are professional with their scholars, families, and colleagues. We show up on time with a positive mindset and never give up on what's possible for our staff and scholars.
• Look in the Mirror. Our Leaders value feedback and work to continuously improve for our scholars. Our staff is accountable, dedicated and honest.
• Treat Others the Way You Want to be Treated. Our Leaders are culturally competent. In all interactions they are courteous, engaged and empathetic.
• Do Your Part. Our Leaders are relationship builders. We make connections with our scholars, our families, our colleagues and our community and realize that education is a team effort.