The Talent Acquisition & Development Specialist supports the growth of the organization by helping us find strong candidates, successfully bring them into the company, and provide employees and managers with the training and development resources they need to succeed.

This is a hands-on role that is approximately 50% recruiting and talent acquisition and 50% employee training and development. The position will manage much of the day-to-day recruiting process while also coordinating onboarding, employee development programs, manager training, and other workforce development initiatives established by HR leadership.

The ideal candidate is highly organized, comfortable managing multiple open positions and projects at once, and enjoys working directly with candidates, employees, and department managers. This person should be able to recognize talent, build relationships, coordinate training, and turn broader HR initiatives into practical programs that can be consistently implemented across the organization.

This role reports to the Senior Director of Human Resources and works closely with department managers and company leadership.

Key Responsibilities

Talent Acquisition & Recruiting — Approximately 50%

• Manage day-to-day recruiting activities for assigned positions across the organization
• Draft and maintain job postings based on position requirements established with HR and department leadership
• Post open positions across appropriate recruiting platforms and sourcing channels
• Actively source candidates for difficult-to-fill or priority positions
• Review applications and resumes and identify candidates who meet position requirements
• Conduct initial candidate screening when appropriate
• Coordinate interviews between candidates and hiring managers
• Maintain consistent candidate communication throughout the hiring process
• Manage recruiting pipelines and follow up with hiring managers regarding outstanding interviews, candidate feedback, and hiring decisions
• Help improve recruiting processes to reduce time-to-fill and improve candidate quality
• Assist with recruiting events, job fairs, seasonal hiring initiatives, and other high-volume recruiting efforts
• Maintain accurate recruiting records, candidate statuses, and hiring metrics
• Identify promising internal and external candidates for current and future opportunities
• Partner with HR leadership to anticipate upcoming staffing needs and recruiting priorities

Onboarding & Early Employee Development

• Coordinate onboarding programs that help new employees understand their responsibilities, department expectations, company processes, and available resources
• Work with managers to ensure new employees receive appropriate role-specific training
• Monitor new-hire progress during the early stages of employment and identify potential training or development needs
• Help managers establish practical 30-, 60-, and 90-day expectations for new employees
• Gather feedback from new employees and managers to identify opportunities to improve onboarding
• Identify employees demonstrating strong performance or leadership potential and communicate those observations to HR leadership

Employee Training & Development — Approximately 50%

• Coordinate and administer company-wide employee development initiatives established by HR leadership
• Help identify training needs through employee feedback, manager input, performance trends, and workplace observations
• Develop practical training materials, SOPs, guides, presentations, workshops, and other employee resources
• Coordinate and facilitate employee training sessions
• Maintain training schedules, attendance records, completion records, and related documentation
• Help departments improve consistency in how employees are trained for their roles
• Support the development and maintenance of role-specific training plans and competency expectations
• Assist with employee skills assessments and development planning
• Track participation and results from training programs and provide regular reporting to HR leadership
• Recommend improvements to training programs based on employee and manager feedback

Manager & Leadership Development

• Support HR leadership in delivering manager and leadership development initiatives
• Coordinate manager training sessions, workshops, roundtables, and other development activities
• Provide managers with practical tools and resources for communication, feedback, accountability, delegation, and employee development
• Reinforce established management expectations and leadership practices
• Help newer managers understand available resources and identify areas where additional coaching or training may be beneficial
• Gather manager feedback and identify recurring leadership development needs for review with HR leadership
• Assist with 360 reviews, manager assessments, employee surveys, and other leadership effectiveness programs

Employee Development & Retention

• Help administer employee engagement, development, and retention initiatives
• Assist with employee surveys and organize results for HR leadership review
• Track trends related to turnover, onboarding, training participation, and employee development
• Help identify common reasons employees struggle during onboarding or early employment
• Support career development and internal advancement initiatives
• Assist with identifying high-potential employees who may be ready for additional responsibility or development opportunities
• Maintain development records and help ensure agreed-upon development activities are completed
• Provide HR leadership with observations and data that can be used to improve recruiting, training, retention, and workforce planning

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Education, Communications, or a related field preferred
• 3–5 years of experience in recruiting, talent acquisition, HR, employee training, learning and development, or a related field
• Demonstrated experience managing multiple open positions or recruiting pipelines
• Experience sourcing and screening candidates
• Strong organizational and project-management skills
• Strong written and verbal communication skills
• Comfortable facilitating training sessions and working with employees and managers at different levels of an organization
• Ability to create clear, practical training materials and employee resources
• Strong follow-through and attention to detail
• Comfortable working in a fast-paced environment where priorities and staffing needs may change quickly
• Experience with applicant tracking systems, HRIS platforms, LMS platforms, or recruiting tools preferred
• Experience supporting both professional/corporate and high-volume or operational recruiting is a plus

Ideal Candidate

The strongest candidate for this position is someone who enjoys both finding great people and helping those people become successful once they join the company.

They are not looking to spend their entire day developing corporate training programs or operating as a high-level organizational development consultant. They enjoy being involved in the day-to-day work: sourcing candidates, talking with hiring managers, coordinating interviews, building training resources, facilitating programs, following up with employees, and making sure initiatives actually get completed.

They should be comfortable receiving strategic direction from senior HR leadership and translating that direction into organized, repeatable programs and processes.

About Entourage Corporate Services

Entourage Corporate Services (ECS) Yearbooks is home to a growing portfolio of brands, including Entourage Yearbooks, Picaboo Yearbooks, Remember Me Yearbooks, and our new Consumer Photo Merchandise Site, with more on the horizon.