Talent & Aquisition, Culture & Engagement Specialist

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    "description_html": "<p>&nbsp;&nbsp;</p><p><strong>ABOUT THE KENNEDY COLLECTIVE</strong></p><p>The Kennedy Collective is a Connecticut-based nonprofit organization serving individuals with intellectual and developmental disabilities (ID/DD), veterans, and individuals facing barriers to employment. TKC operates high-volume recruitment for direct support professionals across multiple programs and locations, requiring innovative talent strategies and strong culture-building efforts.</p><p><br></p><p><strong>POSITION SUMMARY</strong></p><p>The Talent, Culture &amp; Engagement Specialist is accountable for recruitment, candidate pipeline management, orientation/onboarding strategy, employee engagement initiatives, and culture-building efforts. This role partners with Training Specialist to align new hire curriculum with mission values and with Senior Manager HR Operations on compliance requirements. This role ensures all new hires receive onboarding communication about compliance requirements including certification deadlines. The salary range for this position is $75,000-87,000.</p><p><br></p><p><strong>REPORTING STRUCTURE</strong></p><p>· Reports to: Senior Manager, HR Operations &amp; Total Rewards (operational)</p><p>· Matrix relationship: Participates in CHRO strategy and HR leadership team</p><p>· Coordinates closely with: HR Coordinator (logistics), Training Specialist (curriculum/L&amp;D), Senior HR Generalist (retention)</p><p><br></p><p><strong>KEY ACCOUNTABILITIES</strong></p><p>· 1. OWN recruitment and talent pipeline: Drive DSP and program staff recruitment; build candidate pipeline; manage ATS; coordinate with hiring managers; lead recruiting metrics.</p><p>· 2. OWN onboarding and orientation strategy: Design new hire orientation; ensure curriculum alignment with mission/values and compliance requirements; track onboarding completion; gather new hire feedback.</p><p>· 3. OWN employee engagement strategy: Design and execute engagement initiatives (recognition, events, communication); measure engagement; identify retention drivers.</p><p>· 4. OWN culture and organizational development: Lead culture initiatives; support leadership development; coordinate organization-wide communications about mission and values.</p><p>· 5. OWN new hire follow-up and compliance check-ins: Conduct new hire check-ins at 30, 60, 90 days; identify early flight risks; escalate retention concerns to Senior HR Generalist and management; ensure compliance certification awareness.</p><p>· 6. Coordinate recruiting and engagement logistics with HR Coordinator</p><p><br></p><p><strong>ROLE EXPECTATIONS &amp; DELIVERABLES</strong></p><p><br></p><p><strong>Core Expectations</strong></p><p>· Candidate experience: Professional, respectful, timely communication with all applicants</p><p>· Data accuracy: ATS data maintained; recruiting metrics current and accessible</p><p>· Mission alignment: Engagement initiatives reflect TKC mission and values</p><p>· Responsiveness: Quick turnaround on recruiting requests and manager inquiries</p><p>· Relationship building: Strong partnerships with hiring managers, HR team, and external networks</p><p><br></p><p><strong>Daily</strong></p><p>· Review candidate inquiries and applications; screen for fit</p><p>· Coordinate interview scheduling with hiring managers and candidates</p><p>· Email and voicemail response within 4 business hours</p><p><br></p><p><strong>Weekly</strong></p><p>· Senior Manager meeting: Recruiting pipeline, engagement metrics, staffing status, compliance onboarding updates</p><p>· ATS update and candidate status review</p><p>· Orientation coordination and new hire onboarding logistics</p><p><br></p><p><strong>Monthly</strong></p><p>· Recruiting report: Pipeline, time-to-fill, offer acceptance rate, cost-per-hire</p><p>· New hire check-ins at 30, 60, 90 days; retention risk identification</p><p>· Engagement initiative execution and feedback collection</p><p><br></p><p><strong>Quarterly</strong></p><p>· Dashboard for Senior Manager and CHRO: Recruiting metrics, engagement scores, culture initiatives, retention analysis</p><p>· Recruitment strategy review with hiring managers</p><p>· Turnover analysis and retention strategy development</p><p>· Onboarding curriculum review for alignment with mission and compliance requirements</p><p><br></p><p><strong>COMPETENCIES</strong></p><p>· Recruitment expertise: Deep experience sourcing, screening, and pipeline management</p><p>· Communication and engagement: Ability to inspire, energize, and connect people to mission</p><p>· Data acumen: Comfort with ATS, recruiting metrics, and data analysis</p><p>· Relationship building: Strong ability to partner with hiring managers and teams</p>",
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      "title": "Talent & Aquisition, Culture & Engagement Specialist",
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      "datePosted": "2026-05-28T12:02:52-05:00",
      "description": "<p>Description</p><p>  </p><p><strong>ABOUT THE KENNEDY COLLECTIVE</strong></p><p>The Kennedy Collective is a Connecticut-based nonprofit organization serving individuals with intellectual and developmental disabilities (ID/DD), veterans, and individuals facing barriers to employment. TKC operates high-volume recruitment for direct support professionals across multiple programs and locations, requiring innovative talent strategies and strong culture-building efforts.</p><p><br/></p><p><strong>POSITION SUMMARY</strong></p><p>The Talent, Culture & Engagement Specialist is accountable for recruitment, candidate pipeline management, orientation/onboarding strategy, employee engagement initiatives, and culture-building efforts. This role partners with Training Specialist to align new hire curriculum with mission values and with Senior Manager HR Operations on compliance requirements. This role ensures all new hires receive onboarding communication about compliance requirements including certification deadlines. The salary range for this position is $75,000-87,000.</p><p><br/></p><p><strong>REPORTING STRUCTURE</strong></p><p>· Reports to: Senior Manager, HR Operations & Total Rewards (operational)</p><p>· Matrix relationship: Participates in CHRO strategy and HR leadership team</p><p>· Coordinates closely with: HR Coordinator (logistics), Training Specialist (curriculum/L&D), Senior HR Generalist (retention)</p><p><br/></p><p><strong>KEY ACCOUNTABILITIES</strong></p><p>· 1. OWN recruitment and talent pipeline: Drive DSP and program staff recruitment; build candidate pipeline; manage ATS; coordinate with hiring managers; lead recruiting metrics.</p><p>· 2. OWN onboarding and orientation strategy: Design new hire orientation; ensure curriculum alignment with mission/values and compliance requirements; track onboarding completion; gather new hire feedback.</p><p>· 3. 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Coordinate recruiting and engagement logistics with HR Coordinator</p><p><br/></p><p><strong>ROLE EXPECTATIONS & DELIVERABLES</strong></p><p><br/></p><p><strong>Core Expectations</strong></p><p>· Candidate experience: Professional, respectful, timely communication with all applicants</p><p>· Data accuracy: ATS data maintained; recruiting metrics current and accessible</p><p>· Mission alignment: Engagement initiatives reflect TKC mission and values</p><p>· Responsiveness: Quick turnaround on recruiting requests and manager inquiries</p><p>· Relationship building: Strong partnerships with hiring managers, HR team, and external networks</p><p><br/></p><p><strong>Daily</strong></p><p>· Review candidate inquiries and applications; screen for fit</p><p>· Coordinate interview scheduling with hiring managers and candidates</p><p>· Email and voicemail response within 4 business hours</p><p><br/></p><p><strong>Weekly</strong></p><p>· Senior Manager meeting: Recruiting pipeline, engagement metrics, staffing status, compliance onboarding updates</p><p>· ATS update and candidate status review</p><p>· Orientation coordination and new hire onboarding logistics</p><p><br/></p><p><strong>Monthly</strong></p><p>· Recruiting report: Pipeline, time-to-fill, offer acceptance rate, cost-per-hire</p><p>· New hire check-ins at 30, 60, 90 days; retention risk identification</p><p>· Engagement initiative execution and feedback collection</p><p><br/></p><p><strong>Quarterly</strong></p><p>· Dashboard for Senior Manager and CHRO: Recruiting metrics, engagement scores, culture initiatives, retention analysis</p><p>· Recruitment strategy review with hiring managers</p><p>· Turnover analysis and retention strategy development</p><p>· Onboarding curriculum review for alignment with mission and compliance requirements</p><p><br/></p><p><strong>COMPETENCIES</strong></p><p>· Recruitment expertise: Deep experience sourcing, screening, and pipeline management</p><p>· Communication and engagement: Ability to inspire, energize, and connect people to mission</p><p>· Data acumen: Comfort with ATS, recruiting metrics, and data analysis</p><p>· Relationship building: Strong ability to partner with hiring managers and teams</p><p>Requirements</p><p>  </p><p><strong>QUALIFICATIONS</strong></p><p><br/></p><p><strong>Required</strong></p><p>· 4-6+ years recruiting or talent acquisition experience</p><p>· Experience recruiting for high-volume, direct support roles</p><p>· ATS proficiency (experience with recruiting platforms)</p><p>· Strong communication and engagement skills</p><p><br/></p><p><strong>Preferred</strong></p><p>· Bachelor's degree in Human Resources, Business Administration, or related field</p><p>· Nonprofit or human services recruiting background</p><p>· Experience with recognition programs and employee engagement initiatives</p><p>· Familiarity with DDS or compliance requirements in human services</p><p><br/></p><p><strong>Physical Demands</strong></p><p>Physical Demands: This is a sedentary role. The Talent Culture Engagement Specialist works primarily at a computer workstation, requiring prolonged sitting, use of keyboard and mouse and occasional document handling and filing. Occasional travel between TKC locations may be required.   </p><p><br/></p><p><strong>EEO STATEMENT</strong></p><p>We are an Equal Opportunity Employer. We celebrate our employees and are committed to creating a growth-oriented environment for all.</p><p><br/></p><p><strong>SCOPE & RIGHT TO MODIFY</strong></p><p>This job description is not an exhaustive list of duties or an employment contract. The Kennedy Collective reserves the right to add, remove, or modify responsibilities as needed. The employee acknowledges location flexibility may be required based on operational needs.</p>",
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