Cleveland-based KeyCorp is one of the nation's largest bank-based financial services companies, with assets of approximately $87 billion. Key companies provide investment management, retail and commercial banking, consumer finance, and investment banking products and services to individuals and companies throughout the United States and, for certain businesses, internationally. The company's businesses deliver their products and services through branches and offices; a network of 1,576 ATMs; telephone banking centers 800-KEY2YOU® (800-539-2968); and a website, Key.com®, that provides account access and financial products 24 hours a day.
About the Job
This position is responsible for full cycle recruiting; sourcing, attracting, interviewing, selecting and hiring high quality professionals and senior management level candidates that are typically sourcing intensive and difficult to fill for multiple professional disciplines. In this position, the Recruiter ll will focus on building, sustaining, enhancing, and deepening working relationships with hiring managers, next level and senior managers, and other human resources partners to define hiring needs as well as developing cost effective, creative, results oriented recruitment strategies that yield top talent. The Recruiter ll will be responsible for building and maintaining Key¿s talent pipeline and creating a positive candidate experience.
This position will require an advanced and thorough level of knowledge and experience in executing the essential functions of the job.
Essential Job Functions
¿Proactively establishes and maintains relationships with hiring managers, senior managers, and all appropriate stakeholders to stay current on market intelligence, hiring trends and business strategy needs
¿Partners with Hiring Managers and HR Partners to identify, discuss, scope, and define hiring needs and job requirements for a range of professional to senior management level positions that are typically sourcing intensive and difficult to fill. Recruiting portfolio has a consistently higher concentration of overtime exempt and management level positions
¿Advises and consults with hiring manager to identify and create a cost effective and efficient recruiting attraction plan with defined service level agreements, expectations, and timelines
¿Provides value-added recruiting related advice and counsel to hiring managers and influences talent and business decisions. Consistetly demonstrates talent advisor capabilities with the clients.
¿Leads, monitors, and executes the entire recruiting process, from needs identification to hire, making recommendations and modifications where needed
Sourcing, Attracting, and Engaging Talent
¿Remains current on Key¿s business strategy, culture, priorities, compensation and benefit plans for use in attracting talent to Key
¿Creates, develops, and maintains a steady stream of prospective talent which includes internal, employee referrals, active and passive candidates
¿Developes and executes on the defined attraction strategy by leveraging all available recruitment sourcing media and channels to identify and source talent. Will employ creative and cutting edge tools (where available and accessible) to source candidates for unique, sourcing intensive, and difficult to fill positions.
¿Maintains relationships and communication with pipeline candidates and hiring managers on future needs to ensure a positive recruiting experience
¿Proactively researches and utilizes market trend data and demographic information to identify diverse qualified talent
¿Identifies, recommends, engages, and manages third party recruitment vendors as needed in the recruiting process
Interview and Selection Process
¿Utilizes a variety of selection tools to screen and assess the candidate against the basic job qualifications
¿Facilitates the use of candidate assessments and analyzes the results to determine if the candidate meets the basic qualifications of the job
¿Develops and presents a qualified and diverse slate of candidates to the hiring manager for consideration
¿Provides oversight and direction on the Behavior Based interview process and reviews candidate evaluations and feedback with the interview team to identify candidates most likely to be successful
¿Provides recommendation to and helps influence the hiring manager and senior management on the selection of the most qualified candidate
Offer & Hire Process
¿Creates, recommends and negotiates a competitive offer package with the hiring manager, utilizing all internal and external market intelligence, legal and compensation levers. Offers may include a more complex array of rewards such as relocation, equity, stock, etc. and will require collaboration with internal stakeholders such as compensation, legal and other HR partners.
¿Extends, negotiates, and executes the offer with the candidate
¿Provides oversight to ensure the candidate disposition and hire process is completed
Administrative & Compliance
¿Ensures compliance with federal, state, and local employment laws, along with Key policies, procedures, and processes
¿Utilizes the full capabilities of the HR Online recruiting tool as the primary method of managing job openings and moving candidates through the recruiting process to hired
¿Maintains all pertinent applicant, interview, offer, and disposition data in the recruiting system in a timely manner.
Drive for Results - Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results..
Business Acumen ¿ knows how businesses work; knowledgeable in current and possible future policies, practices, trends, technology, and information affecting his/her business and organization; knows the competition; is aware of how strategies and tactics work in the market place. Understanding of market analysis and compensation trends.
Customer Focus ¿ is dedicated to meeting the expectation and requirements of internal and external customers; gets first- hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
Negotiating - can negotiate skillfully in tough situations with both internal and external groups, can settle differences with minimum noise; can win concessions with out damaging relationships; can be both direct and forceful as well as diplomatic; gains trust quickly of other parties to the negotiations; has a good sense of timing.
Interpersonal Savvy - Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably..
Priority Setting - Spends his/her time and the time of others on what¿s important; quickly zeroes in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goals; eliminates roadblocks; creates focus.
Organizational Agility - Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations.
Creativity - Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings..
Sizing up people - is a good judge of talent; after reasonable exposure, can articulate the strengths and limitation of people inside or outside the organization; can accurately project what people are likely to do across a variety of situations.
Managerial Courage ¿ Doesn¿t hold back anything that needs to be said; provides current, direct, complete, and ¿actionable¿ positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
Dealing with Ambiguity ¿ Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn¿t upset when things are up in the air; doesn¿t have to finish things before moving on; can comfortably handle risk and uncertainty.
¿Minimum 5 to 8 plus years of full cycle recruiting at the professional level.
¿Bachelors Degree or equivalent recruiting experience.
¿An advanced and thorough level of knowledge and expertise of the recruiting process, including attraction, sourcing, selection, and hiring of professional to senior management level positions
¿Advanced level of experience in relationship management and consultation
¿Exceptional interpersonal, oral and written communication skills
¿Excellent negotiation and persuasion skills, with proven experience in complex and ambiguous situations
¿Drives for results in consistently exceeding customer expectations
¿Demonstrated experience with employment laws and regulations
¿In depth knowledge and experience with applicant tracking systems
¿Ability to work in a high volume, fast paced, and changing environment
Careers at Key
KeyCorp is an Equal Opportunity Employer M/F/D/V
Key traces its history back more than 160 years and is headquartered in Cleveland, Ohio. One of the nation's largest bank-based financial...