Kemper
Director of Talent Acquisition
Kemper, Chicago, Illinois, United States, 60290
Location:
Chicago, Illinois
Details:
Kemper is one of the nation’s leading specialized insurers. Our success is a direct reflection of the talented and diverse people who make a positive difference in the lives of our customers every day. We believe a high-performing culture, valuable opportunities for personal development and professional challenge, and a healthy work-life balance can be highly motivating and productive. Kemper’s products and services are making a real difference to our customers, who have unique and evolving needs. By joining our team, you are helping to provide an experience to our stakeholders that delivers on our promises.
The role of the Director of Talent Acquisition is an integral part of Kemper’s recruiting team and will serve as a critical enabler of the Company’s ongoing growth strategy. Kemper needs a TA Strategist to lead our efforts to identify, attract, and hire world-class talent into the organization. Our continued growth has created an opportunity to increase recruitment resources.
Our recruiting team represents our firm’s culture; we are hands-on and entrepreneurial. We pride ourselves in our ability to identify strong talent and the satisfaction of working alongside some of the brightest experts in our industry. As such, this individual will be a highly capable, highly engaged recruiting team member. The team works directly with business leaders, HRBPs, and the broader Human Resource organization to support the business with their recruitment and staffing needs.
Responsibilities include:
Serves as a subject matter expert in all subjects related to recruitment for selected businesses and functions. He/she will manage a team of full cycle recruiters, who are the front line for direct hire recruiting.
Oversees the development and execution of our talent acquisition strategy, ensuring alignment with our business objectives and growth plans.
Develops and maintains strong relationships with business leaders, external search partners, candidates, and external organizations to create a partnership that produces positive outcomes, predictable results, and credibility.
Provides an accurate and inspiring value proposition to potential candidates about the organization as well as specific opportunities.
Translates business needs and priorities into recruitment strategies to ensure the timely development of candidates across multiple lines of business.
Collaborate with HR business partners and hiring managers to provide strategic guidance on talent acquisition best practices.
Demonstrates a strong command of data and analytics with demonstrated experience interpreting and using data to influence change. Takes appropriate actions to adjust to business needs.
Develops the team, peers, and self.
Manages change within the recruiting process with workflows and/or technology. Action-oriented and unafraid of calculated risk.
Drive innovation in talent sourcing, recruitment processes, and employer branding initiatives to attract top-tier talent. Ensures the team is leveraging strategic sourcing strategies to identify and develop candidate pipelines.
Ability to consistently produce prescreened candidates for key positions, including internal, external, nontraditional, and diverse candidates, to reduce time to fill and cost per hire; increase new hire retention; and increase hiring manager satisfaction.
Efficiently and effectively fills open positions by reducing our usage of external search partners.
Ability to understand changing business/market technologies and subsequently be creative in finding candidates to fit those parameters.
Ensure compliance with recruiting practices, laws, and regulations.
Keys to Success include:
Proactively engaging in departmental discussions to identify opportunities/needs for improvement, across all areas of recruitment.
Strong affinity for collaboration; a successful track record of being an effective team player.
A superior sense of urgency with the demonstrated ability to deliver results.
Strong business acumen: fluent grasp of those business issues that are most common to the insurance industry.
Superior communication skills: in both written documents and presentations.
Ability to succeed in a fast-paced environment and adapt to change quickly.
Willingness to take ownership of tasks, as well as to delegate where needed.
Qualifications:
Bachelor’s degree in Business, Human Resources, or related field.
Minimum of 12+ years total experience in Human Resources and/or Recruiting with a minimum of 7 years’ experience leading recruiting teams.
Experience with consultative recruiting models with proven success in influencing at all levels of an organization.
In-depth knowledge of current trends, best practices, and technologies in talent acquisition and recruitment marketing.
Demonstrated success in developing and executing recruitment strategies that support business objectives and drive organizational growth.
Effective at selling the employment brand.
Proven ability to build a high-performing recruiting and sourcing team that consistently meets or exceeds objectives.
Strong understanding of compensation packages.
Strong conceptual, as well as quantitative and qualitative analytical skills.
Work as a member of a team as well as be a self-motivator with the ability to work independently.
Flexibility and responsiveness in managing multiple projects in sometimes high-pressure situations simultaneously.
Strong leadership, communication, and influencing skills with the ability to collaborate effectively across functions and geographies.
The selected candidate will work a hybrid work schedule which will require weekly reporting to our Chicago location.
Kemper is proud to be an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, disability status or any other status protected by the laws or regulations in the locations where we operate. We are committed to supporting diversity and equality across our organization and we work diligently to maintain a workplace free from discrimination.
Kemper does not accept unsolicited resumes through or from search firms or staffing agencies. All unsolicited resumes will be considered the property of Kemper and Kemper will not be obligated to pay a placement fee.
Kemper will never request personal information, such as your social security number or banking information, via text or email. Additionally, Kemper does not use external messaging applications like WireApp or Skype to communicate with candidates. If you receive such a message, delete it.
#J-18808-Ljbffr
Chicago, Illinois
Details:
Kemper is one of the nation’s leading specialized insurers. Our success is a direct reflection of the talented and diverse people who make a positive difference in the lives of our customers every day. We believe a high-performing culture, valuable opportunities for personal development and professional challenge, and a healthy work-life balance can be highly motivating and productive. Kemper’s products and services are making a real difference to our customers, who have unique and evolving needs. By joining our team, you are helping to provide an experience to our stakeholders that delivers on our promises.
The role of the Director of Talent Acquisition is an integral part of Kemper’s recruiting team and will serve as a critical enabler of the Company’s ongoing growth strategy. Kemper needs a TA Strategist to lead our efforts to identify, attract, and hire world-class talent into the organization. Our continued growth has created an opportunity to increase recruitment resources.
Our recruiting team represents our firm’s culture; we are hands-on and entrepreneurial. We pride ourselves in our ability to identify strong talent and the satisfaction of working alongside some of the brightest experts in our industry. As such, this individual will be a highly capable, highly engaged recruiting team member. The team works directly with business leaders, HRBPs, and the broader Human Resource organization to support the business with their recruitment and staffing needs.
Responsibilities include:
Serves as a subject matter expert in all subjects related to recruitment for selected businesses and functions. He/she will manage a team of full cycle recruiters, who are the front line for direct hire recruiting.
Oversees the development and execution of our talent acquisition strategy, ensuring alignment with our business objectives and growth plans.
Develops and maintains strong relationships with business leaders, external search partners, candidates, and external organizations to create a partnership that produces positive outcomes, predictable results, and credibility.
Provides an accurate and inspiring value proposition to potential candidates about the organization as well as specific opportunities.
Translates business needs and priorities into recruitment strategies to ensure the timely development of candidates across multiple lines of business.
Collaborate with HR business partners and hiring managers to provide strategic guidance on talent acquisition best practices.
Demonstrates a strong command of data and analytics with demonstrated experience interpreting and using data to influence change. Takes appropriate actions to adjust to business needs.
Develops the team, peers, and self.
Manages change within the recruiting process with workflows and/or technology. Action-oriented and unafraid of calculated risk.
Drive innovation in talent sourcing, recruitment processes, and employer branding initiatives to attract top-tier talent. Ensures the team is leveraging strategic sourcing strategies to identify and develop candidate pipelines.
Ability to consistently produce prescreened candidates for key positions, including internal, external, nontraditional, and diverse candidates, to reduce time to fill and cost per hire; increase new hire retention; and increase hiring manager satisfaction.
Efficiently and effectively fills open positions by reducing our usage of external search partners.
Ability to understand changing business/market technologies and subsequently be creative in finding candidates to fit those parameters.
Ensure compliance with recruiting practices, laws, and regulations.
Keys to Success include:
Proactively engaging in departmental discussions to identify opportunities/needs for improvement, across all areas of recruitment.
Strong affinity for collaboration; a successful track record of being an effective team player.
A superior sense of urgency with the demonstrated ability to deliver results.
Strong business acumen: fluent grasp of those business issues that are most common to the insurance industry.
Superior communication skills: in both written documents and presentations.
Ability to succeed in a fast-paced environment and adapt to change quickly.
Willingness to take ownership of tasks, as well as to delegate where needed.
Qualifications:
Bachelor’s degree in Business, Human Resources, or related field.
Minimum of 12+ years total experience in Human Resources and/or Recruiting with a minimum of 7 years’ experience leading recruiting teams.
Experience with consultative recruiting models with proven success in influencing at all levels of an organization.
In-depth knowledge of current trends, best practices, and technologies in talent acquisition and recruitment marketing.
Demonstrated success in developing and executing recruitment strategies that support business objectives and drive organizational growth.
Effective at selling the employment brand.
Proven ability to build a high-performing recruiting and sourcing team that consistently meets or exceeds objectives.
Strong understanding of compensation packages.
Strong conceptual, as well as quantitative and qualitative analytical skills.
Work as a member of a team as well as be a self-motivator with the ability to work independently.
Flexibility and responsiveness in managing multiple projects in sometimes high-pressure situations simultaneously.
Strong leadership, communication, and influencing skills with the ability to collaborate effectively across functions and geographies.
The selected candidate will work a hybrid work schedule which will require weekly reporting to our Chicago location.
Kemper is proud to be an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, disability status or any other status protected by the laws or regulations in the locations where we operate. We are committed to supporting diversity and equality across our organization and we work diligently to maintain a workplace free from discrimination.
Kemper does not accept unsolicited resumes through or from search firms or staffing agencies. All unsolicited resumes will be considered the property of Kemper and Kemper will not be obligated to pay a placement fee.
Kemper will never request personal information, such as your social security number or banking information, via text or email. Additionally, Kemper does not use external messaging applications like WireApp or Skype to communicate with candidates. If you receive such a message, delete it.
#J-18808-Ljbffr