Bobby Dodd Institute
Bobby Dodd Institute is hiring: Recruiter/HR Generalist in Atlanta
Bobby Dodd Institute, Atlanta, GA, United States
At Bobby Dodd Institute, we believe in an inclusive world where people of differing abilities can lead more independent and purposeful lives when provided the right guidance, support, and opportunities.
JOB SUMMARY:
The Recruiter is responsible for the full life cycle of recruitment for candidates in the Contact Center environment. The HR Generalist function is responsible for running the daily functions of the HR department at the Contact Center, including administering pay, benefits, leave, and company policies and procedures.
Key Responsibilities:
TOOLS AND EQUIPMENT USED
General office equipment
PHYSICAL DEMANDS
Reasonable accommodations will be reviewed for physical requirements.
TRAVEL
Travel as needed between locations and to events that support recruitment activities.
Bobby Dodd Institute (BDI) is an equal opportunity employer and a Drug-Free workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, disability status, protected veteran status, or any other characteristic protected by law. BDI is a Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) Federal Contractor.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
JOB SUMMARY:
The Recruiter is responsible for the full life cycle of recruitment for candidates in the Contact Center environment. The HR Generalist function is responsible for running the daily functions of the HR department at the Contact Center, including administering pay, benefits, leave, and company policies and procedures.
Key Responsibilities:
- Recruitment & Talent Acquisition:
Lead the end-to-end recruitment process, from sourcing and interviewing to extending offers. Utilize a range of recruitment strategies, including job fairs, career boards, market research, and proactive community networking, to build a diverse and high-quality talent pipeline. - Candidate Screening & Evaluation:
Evaluate candidates by reviewing resumes, conducting initial interviews, and administering assessments to ensure alignment with job qualifications and cultural fit for the contact center. - Offer Communication & Onboarding:
Serve as the main point of contact for candidates throughout the hiring process. Communicate offers and manage pre-employment screenings and onboarding to ensure a seamless, high-quality transition into the organization. - Team Member Relations & Support:
Act as a trusted resource for team members by partnering with contact center leadership to address inquiries on payroll, benefits, policies, and procedures. Promote a positive and supportive work environment by addressing HR-related concerns. - HR Information Systems (HRIS-UKG) Management:
Maintain the integrity of employee data within the UKG HRIS system, ensuring full compliance with I-9 verification via E-Verify. Support reporting and compliance efforts through accurate data management. - Benefits Administration:
Manage the benefits enrollment process, assisting employees in understanding and selecting the most suitable options in alignment with company offerings and policies. - Exit Interviews & Offboarding:
Conduct exit interviews to gain insights that inform HR strategies and improve employee retention. Ensure offboarding processes are carried out consistently and professionally. - Event Coordination & Team Member Engagement:
Assist in organizing and executing company events and engagement initiatives that foster a collaborative and inclusive workplace culture. - Training Facilitation:Responsible for planning and designing team and individual courses and overseeing the maintenance of records of curriculum and materials.
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- Professional in Human Resources (PHR) certification or equivalent.
- A minimum of three years of experience managing full-cycle recruitment, ideally within a high-volume environment such as a contact center.
- At minimum of 5 years of experience in an HR Generalist role, with demonstrated proficiency in customer service, team member-relations, benefits administration, compliance, and motivational leadership.
- A minimum of three years of experience utilizing UKG a web-based HRIS and Applicant Tracking System (ATS) is preferred,
- Strong understanding of HR best practices within a contact center or similarly fast-paced operational environment.
- Ability to pass internal background check.
TOOLS AND EQUIPMENT USED
General office equipment
PHYSICAL DEMANDS
Reasonable accommodations will be reviewed for physical requirements.
TRAVEL
Travel as needed between locations and to events that support recruitment activities.
Bobby Dodd Institute (BDI) is an equal opportunity employer and a Drug-Free workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, disability status, protected veteran status, or any other characteristic protected by law. BDI is a Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) Federal Contractor.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)