Talent Acquisition Program Lead

Website tvfr Tualatin Valley Fire and Rescue

Tualatin Valley Fire & Rescue provides fire protection and emergency medical services to approximately 542,524 residents in one of the fastest growing regions in Oregon. Our 390-square-mile service area includes the cities of Beaverton, Durham, King City, Newberg, North Plains, Rivergrove, Sherwood, Tigard, Tualatin, West Linn, and Wilsonville, and unincorporated portions of Clackamas, Multnomah, Washington, and Yamhill counties. Our district has 28 fire stations staffed by more than 442 career firefighters, a volunteer fire station, a Command and Business Operations Center, a training facility, a South Operating Center, and a Logistics Service Center. Residents served by TVF&R benefit from the sophistication, economies of scale, and resources of a large fire district with the accessibility and community involvement of a small-town fire department.

This newly created position leads a small team of three in all talent acquisition activities, including outreach, recruitment, examination, selection, and onboarding. As a working lead, this individual will carry a requisition workload while providing lead direction to the two employment recruiters.

Details on what the ideal candidate brings to the team and our benefits package can be found in this recruitment flyer 

Example of Duties 

TALENT ACQUISITION INTAKE: Serves as initial intake point for managers needing to fill vacancies, whether temporary or indefinite. Determines best strategy and assigns to an Employment Recruiter or assumes direct management, balancing changing workloads and demands. Participates in initial planning meetings as warranted to ensure the most effective approach to vacancy fills.

OUTREACH AND RECRUITMENT: Plans and coordinates the execution of outreach activities within established outreach strategy, action plans, and sourcing strategies. Assigns outreach projects and events and/or assumes direct management of specific activities. Ensures outreach and recruitment processes and records are aligned with the District’s talent management framework and industry standards. Reviews effectiveness of outreach and recruitment activities against established benchmarks. Develops and maintains a network of employees who support diversity outreach efforts and are willing to participate in outreach and mentoring efforts. Develops training for employees participating in outreach functions and mentoring potential candidates.

EXAMINATION AND SELECTION: Plans and coordinates the execution of examination and selection processes for all District positions (including volunteers), either directly or through assigning processes to Employment Recruiters. Ensures routine task execution is consistent with established process templates, making recommendations for process improvement as warranted. Provides hiring manager with guidance and expertise to achieve outcomes through fair and equitable practices.

CIVIL SERVICE: Facilitates Chief Examiner oversight of examinations, eligibility lists, certifications, and appointments by ensuring formal approval obligations are observed and recorded. Notifies assigned Human Resources Manager of issues that may compromise examination plans, assessment instruments, and examination scoring procedures remaining aligned with the District’s civil service rules and established practices. Identifies rules that warrant revision consideration. Coordinates administration of civil service meetings, including coordinating the work of the assigned civil service secretary. Maintains effective relationship with union liaison to civil service.

VENDOR LIAISON: Coordinates with third-party vendors contracted to provide application and examination support and backgrounding services. Coordinates with staffing agencies for development and maintenance of service agreements. Develops and maintains centralized tracking of temporary assignments.

ONBOARDING: Plans and coordinates onboarding processes that ensure candidates and hiring managers experience a smooth entry of employees and volunteers into the workplace. Coordinates and troubleshoots paperwork completion, submission, and internal processing. Optimizes utilization of onboarding software solution.

REPORTING AND CONTINUOUS IMPROVEMENT: Develops and maintains process infrastructure to ensure practices are consistent and transferable among Employment Recruiters. Develops and maintains centralized tracking of talent acquisition activity. Develops and maintains analytics and reporting tools that enable activity and impact measurement. Recommends process changes to build capacity and effectiveness.

BUDGET: Assists in the development of the civil service budget by forecasting exam and selection activity and estimating associated costs. Ensures timekeeping practices fall within established protocols to account for overtime costs in talent acquisition processes. Reviews reports of overtime and staff relief expenses charged to the civil service budget and identifies errors.

OTHER PROJECTS: Manages other projects related to talent acquisition as assigned.

LEAD: Provides lead direction to talent acquisition staff by assigning work, evaluating performance, and providing training to ensure effective delivery of services.

The education and experience minimum requirements below are those typically required for performing the job functions (unless specifically noted to be preferred). Equivalent combinations of education and experience may be considered.

EDUCATION: Associate degree in human resources, business administration or related field. Bachelor’s degree in human resources or related field preferred.

EXPERIENCE: Four years of experience in a human resources department, two of which involve primary duties devoted to developing recruitment, examination and selection plans.

CERTIFICATIONS & LICENSURES: Specific certification such as PHR, SHRM-CP, etc. preferred.

Please see the job description for additional information, including required competencies and job characteristics.

Supplemental Information 
Consideration of candidates will begin immediately and position may close without notice when a sufficient number of qualified candidates are received.  

The monthly salary range within a step system for this position is $6,754 – $9,139 per month. The starting pay assignment, based on a candidate’s bona fide factor analysis in accordance with the District’s pay equity system and the Oregon Equal Pay Act and will be in the range of $6,754 – $8,098 per month. The maximum of $9,139 per month can be attained after two to five years depending on initial placement and contingent on performance. Note also that all non-union salaries are impacted by any Board-approved salary structure increase for a July 1 effective date.

The location for this position is the Command Business Operations Center, located in Tigard, OR.  Tualatin Valley Fire & Rescue strives to provide exceptional internal and external customer service. To ensure a collaborative and supportive environment with both the public we serve and our coworkers, employees perform their work predominantly on-site at the assigned work location.

It is the District’s policy to provide eligible veterans with preference as required by law. Applicants must provide certification of eligibility for entitlement to the preference (e.g. DD-214 long-form clearly showing discharge status).

TVF&R is an equal employment opportunity employer and seeks to attract a diverse workforce that reflects the community we serve in order to deliver safe, professional, and high-performance service.

To apply for this job please visit www.governmentjobs.com.