Sr. Manager, Talent Aquisition

Responsibilities •Recruit for assigned senior-level positions.
•Partner with third-party recruitment marketing firm to develop recruitment advertisements, strategies, and campaigns that meet short- and long-term needs.  Ensure that recruitment marketing materials provide a consistent message about Charles River Laboratories as an employer of choice and the opportunities that exist across all business segments.
•Coordinate national career fair event calendar, registration, marketing, and logistics. Partner with the corporate marketing team regarding recruitment activities (attendance and postings) at major trade-show events.  Participate in career or trade show events as appropriate.
•Manage day-to-day relocation program activities and metrics. Collaborate with HR colleagues across sites and with the third-party relocation management company regarding employee relocation issues and resolutions.
•Assist in the management of company job board contracts and online resume database sources. Ensure consistency regarding branding and terminology. Assess job board sourcing effectiveness to determine future investment strategies.
•Establish consistent internship program framework and parameters across domestic sites. Determine annual internship needs and work within university timelines for interview and selection of students. Evaluate program effectiveness and implement improvements as needed.
•Evaluate and recommend creative and cost-effective approaches to the recruitment process to increase high-caliber candidate sourcing, including referral generation, Internet sourcing, ad placement, direct sourcing/cold calling, and networking.
•Assist in developing short- and long-term strategies to meet strategic recruitment goals, and partner with site HR and line management to implement plans.
•Assist in the day-to-day management of recruitment agency activities to determine effectiveness and ensure compliance with negotiated agreements.
•Facilitate collective recruitment efforts, activities and campaigns with HR colleagues across the U.S.
•Provide reports and metrics as needed.
•Manage activities of assigned group(s) to ensure effective performance of function.
•Interview and select qualified exempt- and non-exempt level departmental personnel.  Recommend, review and approve personnel actions, including hiring, promotions and raises.  Partner with Human Resources in the handling of disciplinary issues.  Prepare and/or approve appropriate personnel action paperwork. 
•Identify training and development needs of direct reports.  Develop and oversee the implementation of departmental training programs, including orientation; monitor training programs to ensure ongoing effectiveness.
•Monitor performance of direct reports.  Provide regular coaching and counseling.  Prepare and deliver salary and performance reviews; review and approve performance and salary appraisals initiated by direct reports.
•Authorize overtime as needed.  Review and approve time cards.  Review and approve vacation/time off requests and coordinate vacation/time off schedules.
•Assist in the development of short- and long-range operating objectives, organizational structure, and staffing requirements.  Assist in the development of a departmental plan for backup and succession of supervisory staff and key technical personnel.
•Assist in the development and recommendation of departmental budget.  Authorize expenditures in accordance with budget.  Approve budget and expenses of subordinates.
•Ensure optimum performance of group function.  Determine and implement techniques to improve productivity, increase efficiencies, cut costs, take advantage of opportunities, and maintain state-of-the-art practices.
•Develop and maintain departmental systems and SOPs.  Assist in the development and communication of departmental policies and procedures.  Partner with Human Resources to develop and approve job descriptions for subordinate positions; ensure communication of duties and responsibilities to employees.
•Support the policy of equal employment opportunity through Affirmative action in all personnel actions including but not limited to recruiting, hiring, promotions, training, work assignments, and salary actions etc. 
•Perform special projects and other related duties as assigned. Qualifications •Education:  Bachelor’s degree (B.A./B.S.) or equivalent in business, management, human resources, or related discipline.
•Experience:  7+ years progressive HR experience as a recruiter / generalist, with a minimum of 3 years as a recruiter preferably in the life sciences industry.
•An equivalent combination of education and experience may be accepted as a satisfactory substitute for the specific education and experience listed above.
•Certification/Licensure:  Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) preferred.
•Other:  Must possess excellent interpersonal communication skills.  Solid working knowledge of Microsoft Word, Excel, PowerPoint and other desktop applications. Familiarity with PeopleSoft highly desired. Applicant tracking system experience (i.e. BrassRing, PeopleClick, PeopleSoft, or similar) and Crystal Reports, Business Objects, or other reporting software a plus. Ability to read, write, speak and understand English is required; bi-lingual (English/Spanish) is desirable. Equal Employment Opportunity Charles River Laboratories is an equal opportunity employer who values diversity in the workplace.