Job Listings

Employment Opportunities are listed in chronological order by date and listed for 60 days unless we are notified that your position has been filled.  If you would like to submit a job posting, please e-mail Linda Tuells  our Communications Director, along with your job posting attached as a word document.

  • 20 Feb 2019 3:21 PM | Anonymous member (Administrator)

    HR Recruiter, Elliot Health Systems

    POSITION SUMMARY

    Responsible for the recruitment for all positions excluding senior level positions and physicians within designated client base. Responsible for screening, interviewing, referring applicants and onboarding of new hires.

    KEY RESPONSIBILITIES

    1.     Creates job postings and advertisement material for approved requisitions.

    2.     Attends and organizes open house events/job fairs as needed.

    3.     Establishes relationships with University Alumni Groups, Career Placement Centers, Alternative Learning Institutions and other allied health organizations.

    4.     Uses a variety of sourcing techniques, network resources and innovative talent acquisition strategies to identify high performing candidates (both internal and external) to fill approved requisitions while building pipelines for projected/anticipated openings.

    5.     Performs all recruiting activities: screens, interviews, and refers qualified candidates to hiring managers.

    6.     Engages and partners with hiring managers on interviewing process and final candidate selection.

    7.     Notifies candidates not selected for positions.

    8.     Conducts reference checks and verifies applicable licenses and education when necessary.

    9.     Prepares and extends offers of employment in conjunction with, or on behalf of hiring managers.

    10.   Educates candidate on EHS compensation, benefits and performance evaluation practices/programs.

    11.   Prepares new hire or transfer paperwork, makes arrangements for pre-placement physical examination/testing and schedules attendance at New Hire Orientation.

    12.   Coordinates and facilitates New Hire Orientation.

    REQUIRED KNOWLEDGE & SKILLS

    13.   Knowledge of standard concepts, practices and procedures within field.

    14.   Relies on experience and judgment to plan and perform and accomplish goals and functions of the job.

    15.   Interviewing techniques and skills.

    16.   Knowledge of federal and state laws regarding employment practices.

    17.   Excellent oral and written communication skills.

    18.   Organizational skills.

    19.   Ability to multi-task.

    20.   Ability to maintain the highest level of discretion, diplomacy and confidentiality.

    EDUCATION/EXPERIENCE/LICENSURE

    1. Education: Bachelor's degree or equivalent experience required.
    2. Experience: A minimum of five (5) years of recruitment experience required. Healthcare experience preferred, but not required.
    3. Software/Hardware: MS Office

     

    To apply, please contact www.elliotcareers.org

  • 11 Feb 2019 10:49 AM | Anonymous member (Administrator)

     

    HP Fairfield (a member of Alamo Group Inc.) is currently looking for an experienced Human Resources Manager to join its team.

    Based out of HP Fairfield's New Hampshire office (Pembroke, NH) and under general direction, the HR Manager will manage, plan, develop, and implement various human resources programs, policies, and procedures for HP Fairfield, in compliance with corporate policies, procedures, and guidelines. Foster employee engagement to assist in achieving company's strategic goal and represent HP Fairfield in a positive, professional manner at all times; leading and implementing changes to attract, hire, motivate and retain employees. 

    How to Apply:  Interested individuals should apply for this opportunity through the career opportunities section of the Alamo Group Inc. website (www.alamo-group.com) or can navigate directly to the job announcement found at the following link:  https://recruiting.adp.com/srccar/public/RTI.home?c=1054041&d=HPFairfieldCareerCenter&r=5000458502006#/

  • 04 Feb 2019 8:44 AM | Anonymous member (Administrator)

    Merchants Fleet  

    Purpose: The Talent Management Director is responsible for the talent acquisition and development functions for the organization by driving innovation and process improvement in recruiting, retaining and developing the most talented and superior employees in the industry.

    Key Responsibilities: 

    • Partner with the VP of HR, Director of HR and leadership team on the people strategy for the organization. Ensure alignment to the strategic direction.
    • Serve as a business partner with leadership team, hiring managers and talent acquisition team to develop strategies to source, attract, recruit, interview and onboard superior employees to the organization resulting in high client satisfaction.
    • Develop effective relationships within the organization and the hiring community to have influence and impact the recruiting process and hiring.
    • Oversee and analyze the performance of all vendor relations for the talent acquisition function.
    • Develop appropriate marketing strategies, define roles and responsibilities of talent acquisition team, and develop service-level agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire and reducing overall time-to-fill.
    • Partner with the marketing team on social media and advertising campaigns for the organization’s talent brand.
    • Partner with the HRIS specialist and talent acquisition team to collect, aggregate and analyze data for talent acquisition function.
    • Create and maintain an environment of equal employment opportunity, diversity and competitive advantage in support of the company's diversity and inclusion strategic plan.
    • Ensure that organization-wide talent management initiatives are focused and aligned on improving operational and program efficiencies and effectiveness.
    • Develop, initiate and maintain effective programs for workforce retention, promotion and succession planning that corresponds with the strategy and objectives of the company.
    • Develop processes to evaluate existing talent and conduct internal talent reviews with the leadership and management teams.
    • Oversee and manage professional, industry and leadership learning and development opportunities.
    • Conduct presentations and training on changes to policies and practices in partnership with Director of HR.  

    Experience:

    • A minimum of 10 years of talent management experience, with at least 3 to 5 years in a management or leadership capacity. 

    Skills:

    • Excellent verbal and written communication skills and interpersonal skills and is effective with front line staff, managers, peers and executives.
    • Ability to create collaboration and partnership throughout the organization.
    • Effective at managing organizational change by listening, getting buy-in and communicating effectively.
    • Proven ability to develop staff and serve as a role model.
    • Professional and establishes a high expectation for integrity, ensuring decisions reflect values and commitment of the Company.
    • Ability to develop relationships based on trust, confidence and respect at all levels of the organization.
    • Inspires trust and respect from peers; a team player.
    • Emotionally intelligent with the ability to maintain balanced emotions in all situations.
    • Adaptable, flexible and willing to be open minded to alternative options/ideas.
    • Ability to manage multiple projects and meet deadlines.
    • Excellent computer skills including proficiency in MS Office and applicant tracking software required. Experience with UltiPro preferred. 

    Education:

    • Bachelor’s Degree in Human Resources or Business required. An MBA or advanced degree preferred.

    Qualifications

    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.

    http://www.merchantsfleet.com/

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