A Talent Specialist at Al. Neyer plays a pivotal role in attracting, sourcing, and retaining top talent for our organization. Responsible for developing and implementing strategies to identify, engage, and assess candidates, the talent specialist will ensure that we build a diverse and high-performing workforce. Focus will be on understanding the needs of various departments, cultivating relationships with potential candidates, and executing effective recruitment initiatives. This role will also participate in performance management and talent development initiatives that foster the growth and development of our employee owners and contribute to the success of our ESOP-driven mission.
About Al. Neyer
For more than 125 years, Al. Neyer has offered a diverse set of real estate development and design-build construction solutions for commercial clients. Established in 1894 and employee-owned since 2014, the company specializes in build-to-suit and speculative commercial projects, including industrial facilities, office and medical buildings, multi-unit residential, as well as urban mixed-use developments. Our company’s growth is fueled by a strong commitment to our core values and the constant cultivation of a best-in-class team. Rooted in design-build construction, our development approach integrates all functions in-house including design, project management, finance, leasing, and ongoing portfolio management.
Our success is built on our disciplined approach to continuously evolving our strategy, refining our processes, and building our data-driven capacity. Most importantly, this pursuit of growth and excellence is made possible through an organization built with and by the best people. Everyone al Al. Neyer is a leader, or a developing leader and embodiment of our core values is front and center.
Essential Job Functions:
Talent Acquisition and Marketing:
- Consult with and advise hiring managers for talent needs, drive all talent attraction initiatives for the organization to successfully place talent per the hiring plans established.
- Create compelling job postings and marketing materials to showcase our ESOP as an employer of choice.
- Leverage social media platforms and employer review sites to enhance our online presence and employer brand.
- Participate in industry-specific recruiting initiatives to drive top talent to our team.
- Lead talent attraction initiatives that promote diversity and inclusion.
- Track key recruitment metrics to evaluate effectiveness of efforts an analyze to identify trends, opportunities for improvement and areas of focus.
- Lead co-op program management including development of new university partnerships in all our regions, career fair management, and co-op placement with a focus on providing a meaningful co-op experience.
Onboarding and Offboarding:
- Oversee the onboarding process for new employee owners, ensuring a consistent and positive experience and a smooth integration into the ESOP culture with a focus on new hire success.
- Facilitate offboarding processes with a focus on knowledge transfer and maintaining positive relationships.
Learning and Development:
- Working closely with the Director, Learning and Development to deliver programs that enhance skills and promote ESOP values.
- Facilitate training sessions and workshops as needed.
Performance Management:
- Execute the activities across our employee owner life cycle including performance management system, annual goal setting, and development planning.
- Coach managers on effective performance management techniques with a focus on employee growth and ESOP alignment.
- Act as a trusted advisor to leaders, providing guidance on people-related matters.
Key Performance Indicators
We have identified these key performance indicators, which may evolve, that inform the performance of the Talent Specialist and the department, and which promote our data-driven focus approach to achieving success.
- Talent Acquisition screening success rate and hiring plan adherence.
- Time to fill, cost per hire, candidate satisfaction metrics.
- New hire experience satisfaction and success ratings
- Co-op program hire success rate.
- Retention %
Skills critical for success:
- Proven talent attraction experience with companies supporting 200-500
- Strong understanding of talent attraction best practices, sourcing techniques and candidate assessment.
- Ability to thrive in a fast-paced, dynamic environment and stay organized and manage multiple priorities effectively.
- Proven superior service and employee relations skills to facilitate daily interaction with internal customers.
- Must possess excellent verbal and written communication skills.
- Excellent attention to detail and accuracy.
- Strong problem solving with a strive to deliver great results with continuous improvement.
- Strong emotional intelligence and discretion in handling confidential information.
- Demonstrated proficiency with Microsoft Office Suite and HR information systems.
- SHRM-CP or PHR certification
- Must have strong computer skills to work in multiple systems, including but not limited to HRIS, ATS, and LMS. Paycor experience is preferred.
- Legal Authorization to work in the United States - Sponsorship will not be provided for this role.
Candidate Characteristics:
- Confident and trustworthy. Understand interpersonal and group dynamics and react in an effective manner. Anticipate internal customer needs and provide services that meet customer expectations.
- Collaborative and comfortable. Bring new ideas and concepts to the table while showcasing flexibility and adaptability, in our ever-changing or fast paced environment.
- Resourceful with interpersonal savvy. Work openly with diverse populations while being effective and efficient with your time and theirs.
- Process-focused to get work done right the first time.
- Resilient and Courageous. Step up to address difficult situations and rebound from them with ease.
- Personally accountable.
- A curious learner who is credible, humble and influences others through action and words.
- Persistent, assertive, willing, and able to adapt to changing situations.
Who is the Al. Neyer Talent Team?
Our team of 5 is led by our VP, Talent and teammates include our benefits and compensation team, director of learning and development and our facilities coordinator. We practice our core values daily by taking ownership in all that we do, digging the details, building trusting relationships with our co-employee owners, and providing superior service to all. We run to win and stop to celebrate with our regional Cincy team at regular Friday after work gatherings, and our Talent Team enjoys occasional outings where we typically engage in some friendly games or sporting event. We are self-proclaimed “foodies” who are looking for a fun, energetic hardworking partner to join our team.
Physical Demands & Environmental Requirements
Low physical effort required to sit, stand at files, bend, stoop, lift, and walk. Maximum unassisted lift is 35 lbs. Average lift is less than 10 lbs. Requires ability to use a keyboard and monitor. Also requires the ability to communicate verbally, both in person and on the telephone. May require some travel by car or air.
Average inside office environment. Average office noise levels. No personal protective equipment is required. Ambient temperature is between 68F and 76F.
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