Talent Acquisition Partner

Who we are:
At Challenge Unlimited, our vision is to become a national leader in providing employment services to people with disabilities that empower them to reach their full potential. We intentionally provide opportunities for individuals with disabilities which will assist them to live, work, and participate in the community.

Challenge Unlimited is driven by its core values: community, helpfulness, abilities, leadership, learning, ethics, innovation, growth, and effective outcomes. It is these values that have powered Challenge Unlimited to its success and has helped over 600 disabled individuals find meaningful work across all of our locations.
Position Summary: 

Reporting to the Director of Human Resources, the Talent Acquisition Partner provides recruitment and post-offer candidate support that further our mission to help people who have different abilities receive the work support and development needed to achieve the highest level of independence possible.

Responsible for identifying and recruiting talented individuals to fill those needs at assigned sites. Participates in the interviewing and hiring process by working in conjunction with the managers of the company or department for which they are hiring.

Serves as the primary candidate contact from accepted offer through completion of pre-hire requirements and handoff to the New Hire Orientation (NHO) process. Provides timely follow up to company website inquiries that are HR related. Follow up to assess the need and facilitate the appropriate hand-off.

• Schedule: Monday – Friday, 8:00am - 4:30pm, evenings, weekends, on-call as needed.
• Pay Rate: $24.62 - $26.67 hourly
• Location: Alton, Illinois  

1. Talent Management: Promotes the mission and core values of the company by recruiting top candidates who support our Company’s mission and display our Company values. Works in close coordination with managers at assigned sites to identify and support the talent needs of the site. Locates and documents where to find ideal candidates (i.e., online job sites, referral sources, community partners, and other recruitment channels), creates and places job postings, manages candidate pools, identifies candidates who meet hiring criteria, conducts interviews, analyzes responses, matches qualified candidates to available jobs, and forwards qualified candidates to Hiring Managers for employment consideration in a timely manner. Builds a pipeline for future roles/job openings. Manages entry- and mid-level employee and client candidate searches. Follows up with hiring managers on hiring decisions, extends conditional job offers, and transitions candidates into the post-offer process after an offer is accepted. Promotes an effective Company culture that embodies our Company values to achieve optimum performance levels and achieve goals and objectives.
2. Post-Offer Candidate Support: Serves as the primary point of contact for candidates from accepted offer through completion of pre-hire requirements and handoff to the New Hire Orientation (NHO) process. Partners with each candidate to explain post-offer next steps and expected timelines, including required background checks, registry checks, screenings, and any other checks applicable to the position. Reviews AbilityOne documentation requirements with candidates, confirms required information is complete, and reviews ROI documentation for accuracy and completeness before submission. Coordinates with Human Resources, hiring managers, and other internal partners to monitor completion of post-offer requirements, resolve questions or delays, provide timely status updates, and maintain a positive and consistent candidate experience. Maintains accurate documentation and promptly escalates issues that may affect the candidate’s eligibility, start date, or onboarding.
3. New Hire Engagement & Check-In: Conducts new hire check-ins during the first 30 days of employment using surveys, phone conversations, and other methods to assess the new hire experience, identify what is going well, and understand where additional support may be needed. Ensure new hires are aware of available resources and have a point of contact within Human Resources. Documents feedback and escalate questions or concerns to the appropriate HR or operational partner. Facilitates connections and follow-up as needed but does not own resolution of employee concerns.
4. HR Inquiry Support: Serves as an initial point of contact for HR and recruitment-related inquiries received through the Company website. Contact individuals to assess and clarify their needs and connect them with the appropriate recruiter, Human Resources team member, or other internal resource for assistance. Facilitates timely handoff for follow-up and documents activity as needed.
5. Administrative Support: Maintains all pertinent applicant, interview, and post-offer data in the ATS (Applicant Tracking System) and other designated systems. Initiates background checks as needed. Coordinates required post-offer checks and documentation.
6. Perform other related duties and assignments as required.

• Education: High School diploma or G.E.D. Preferred: Bachelor's Degree.
• Experience: 
  • 3+ years' Human Resources experience, preferably in a recruiting role. Will accept an equivalent combination of education and experience so long as experience was gained in an applicable Human Resources or Social Work role.
  • Requires effective communication; strong attention to detail; and problem-solving skills.
• Certifications/Licenses: PHR, CIR Preferred
• Computer Skills: Proficient with Microsoft Excel, Word, PowerPoint, and Outlook
• Background Checks: 
  • Must pass criminal background check.
  • Must pass various State and Federal registry checks.
  • Must pass DCFS Abuse and Neglect Tracking System check.
• Driving: Must pass driving history check and Company policy criteria. Company travel using personal insured vehicle is required.

• Sitting: Continuously sitting in the normal course of office-sedentary type work.
• Standing: Occasionally standing, walking, bending, squatting, reaching, and twisting in the normal course of office-sedentary type work.
• Hearing, Speaking: Frequently listens and speaks with managers, candidates, and employees to collect and provide information, answer questions, and resolve issues.
• Seeing: Reads information, often in small print. Visually locates documents or other objects.
• Handling: Frequently using hands in typing, calculating, filing, phone and other office equipment use.
• Movement: Occasionally bending, reaching, and twisting; occasionally climbing stairs and/or ladders squatting, and kneeling.
• Lifting: Occasionally lifting, carrying, and pushing or pulling up to 10 lbs. in the normal course of office-sedentary type work