Specialist, Talent Acquisition

Summary

The Specialist, Talent Acquisition serves as a trusted talent advisor to hiring managers, translating business priorities and workforce needs into effective recruitment strategies. This role manages full-cycle recruitment, providing consultative guidance on talent availability, role requirements, sourcing strategies, candidate assessment, and selection decisions. 

Leveraging strong business partnerships, talent market intelligence, data, and technology, the Specialist helps hiring managers make informed talent decisions that strengthen SHRM's workforce capabilities. The role is accountable for attracting and assessing high-quality talent, delivering a positive candidate experience, and continuously improving recruitment practices through proactive sourcing, skills-based hiring, and responsible use of AI-enabled tools.

Responsibilities

• Talent Advisory & Business Partnership: Serves as a trusted talent advisor to hiring managers, developing a strong understanding of business priorities, organizational capabilities, and workforce needs. Provides consultative guidance on hiring strategies, talent availability, candidate qualifications, and selection decisions. Constructively challenges assumptions and recommends alternative approaches when appropriate.
• Full-Cycle Recruitment: Develops and executes recruitment strategies for assigned positions, managing the process from intake and sourcing through candidate assessment, selection, offer coordination, and preboarding. Supports hiring across professional, specialized, temporary, and internship positions.
• Talent Market Intelligence: Uses labor market data, compensation insights, and recruiting trends to advise hiring managers and inform recruitment strategies.
• Strategic Sourcing & Pipeline Development: Proactively identifies, engages, and develops relationships with qualified talent through professional networks, employee referrals, digital platforms, and targeted outreach. Builds talent pipelines aligned with current and anticipated workforce needs.
• Candidate Assessment & Selection: Partners with hiring managers to establish critical skills, competencies, and success criteria. Applies structured interviewing, behavioral and skills-based assessments, and consistent evaluation practices to support objective, evidence-based hiring decisions.
• Candidate & Hiring Manager Experience: Delivers a positive, inclusive, and responsive recruitment experience through clear expectations, timely communication, effective coordination, and transparency throughout the hiring process.
• Recruiting Technology & AI: Leverages applicant tracking systems, approved AI-enabled recruiting tools, automation, and other technologies to improve sourcing, workflow efficiency, and recruitment effectiveness. Exercises sound judgment and appropriate human oversight in the use of technology. 
• Talent Analytics & Recruiting Effectiveness: Monitors recruiting metrics, evaluates pipeline effectiveness, identifies hiring risks, and uses data to recommend improvements to recruitment strategies and processes.
• Internal Mobility & Talent Collaboration: Partners with HR colleagues and hiring managers to identify internal talent, support career mobility, and consider opportunities to develop or redeploy existing capabilities alongside external recruitment.
• Employer Branding & Talent Engagement: Collaborates with Marketing, Communications, and other stakeholders to strengthen SHRM's employer brand and talent value proposition. Represents SHRM at professional events, career fairs, and networking opportunities.
• Recruitment Operations & Compliance: Maintains accurate candidate records, requisition documentation, and applicant dispositions. Ensures adherence to applicable employment laws, equal employment opportunity requirements, organizational policies, and established recruitment practices.
• Continuous Improvement: Identifies opportunities to strengthen recruitment processes, enhance operational efficiency, and apply emerging talent acquisition practices. Collaborates with TA colleagues on strategic searches, recruiting initiatives, and special projects.

Education & Experience Requirements

Education

·        Bachelor’s degree in human resources, business administration, or a related field preferred or relevant equivalent experience in lieu of degree. 

Experience

• Three (3) or more years of experience in talent acquisition, full-cycle recruitment, or a closely related HR function.
• Demonstrated experience partnering with hiring managers, developing recruitment strategies, sourcing candidates, and supporting hiring decisions.
• Experience using applicant tracking systems, recruiting platforms, and digital sourcing tools.
• Experience with recruitment analytics, talent market research, skills-based hiring, or AI-enabled recruiting technologies preferred.

Certifications

·        SHRM-CP or SHRM-SCP required within one year of employment.

Knowledge, Skills & Abilities

• Strong knowledge of full-cycle recruitment, strategic sourcing, skills-based assessments, and selection practices.
• Business acumen and ability to translate workforce needs into effective talent strategies.
• Ability to build trusted partnerships, provide consultative guidance, and influence hiring decisions.
• Proficiency in talent market intelligence, recruiting analytics, and data-driven decision-making.
• Experience with recruiting technologies, AI-enabled tools, and automation.
• Knowledge of employment laws, EEO requirements, and fair hiring practices.
• Strong communication, relationship management, and stakeholder engagement skills.
• Excellent judgment, critical thinking, problem-solving, and organizational skills.
• Ability to manage competing priorities, maintain confidentiality, and adapt in a fast-paced environment.
• Commitment to continuous improvement and evolving talent acquisition practices.
• Ability to effectively leverage artificial intelligence (AI) tools and technologies to streamline workflows, enhance productivity, and improve overall work quality.

Physical Requirements

This position operates in a typical office environment (which includes a home office setting) and requires the ability to perform essential job functions with or without reasonable accommodation. Physical requirements may include:

• Prolonged periods of sitting at a desk and working on a computer.
• Frequent use of hands and fingers for typing, handling documents, and using office equipment.
• Occasional standing, walking, bending, and reaching.
• Ability to lift and carry up to 30 pounds as needed.
• Clear verbal and written communication skills for effective interaction with colleagues and stakeholders.

Work Environment

Hybrid Schedule (3 Days In-Office/2 Days Remote)

This position follows a hybrid work schedule, with Tuesday through Thursday in office and Monday and Friday remote.  Employees must be available during standard business hours, with core hours beginning between 8:00–9:00 a.m. and concluding between 5:00–6:00 p.m. local time.

Travel:  Occasional 0 – 10%

#LI

The hiring range for this position is $70,000 to $85,000 per year. This range is an estimate, and the actual salary may vary based on the candidate's experience, skills, and qualifications. SHRM offers a competitive and comprehensive total rewards package. The benefits for this position include professional growth and development, health, dental, vision, well-being, health savings, flexible spending, retirement, open leave, and annual discretionary bonus and incentives.