Campus Recruiting Specialist
Recruiter

Executive Recruiting Engagement Specialist


Full Time Minnesota Recruiter Job

U.S. Bank

At U.S. Bank, we're passionate about helping customers and the communities where we live and work. The fifth-largest bank in the United States, we’re one of the country's most respected, innovative and successful financial institutions. U.S. Bank is an equal opportunity employer committed to creating a diverse workforce. We consider all qualified applicants without regard to race, religion, color, sex, national origin, age, sexual orientation, gender identity, disability or veteran status, among other factors.

The Executive Engagement Specialist is responsible for providing a high-touch, personalized engagement and onboarding experience for executive talent prospects and new hires. In this role, the Executive Engagement Specialist will gain cross-functional experience within U.S. Bank and establish key partnerships that will enable them to answer a broad range of leader questions and/or reach out to partners to resolve questions and meet leaders’ needs quickly. This role requires a high level of executive presence, excellent written and verbal communication skills, precise time and project management skills, an appreciation for urgency, and highly developed problem-solving skills.

ESSENTIAL FUNCTIONS:

  1. Partner with Executive Recruiters to coordinate search activities, including but not limited to:
    1. Participate in intake, update, and debrief calls
    2. Create search update decks, tracking status of candidates and prospects throughout the process
    3. Schedule intake, update and debrief calls with hiring manager and/or search firms
    4. Schedule interviews (phone, video and in person) with candidates and the interview panel, requiring partnership with various EAs and AAs throughout the company
  2. Schedule travel, hotel and car service for candidates as part of the interview scheduling process
  3. Providing an exceptional onsite experience to our hosted candidates and prospects
  4. Creation and delivery of personalized gift bags and welcome notes to candidate’s hotel
  5. Collaborate with others on the recruiting team on initiatives and/or hiring needs. Willingness to juggle multiple priorities and projects
  6. Engage new executive leaders’ hiring managers to:
    1. Introduce the executive onboarding program and establish trust
    2. Determine key partners with whom new leaders will meet during their first few weeks with U.S. Bank
    3. Discuss and determine whether to engage executive coaching services
    4. Identify and arrange time to meet with new leaders’ peer coaches prior to day one
    5. Determine whether in-team administrative support is available for ordering equipment, scheduling, securing badge and access management, etc.
  7. Ensure new leaders’ security badges, access management, and phone and IT equipment are secured and ready prior to day one
  8. Personalize the Executive Onboarding Guide and upload to new leaders’ laptop before day one
  9. Schedule first weeks’ partner meetings and record on new leaders’ Outlook calendar in a manner that will (a) introduce partners in a logical order, and (b) allow sufficient time for required training, team lunches and socialization, and downtime to review company resources
  10. Reach out to new leaders prior to day one to introduce the executive onboarding liaison role, request any necessary pre-hire information, and answer any questions
  11. Act as a dedicated executive onboarding liaison for all new executive talent and leaders during, at a minimum, their first week with U.S. Bank:
    1. Greet new leaders on day one, and escort them to their permanent or temporary workspace in the Twin Cities
    2. Partner with IT support to walk new leaders through initial system and security password set-up on day one
    3. Walk new leaders through the Executive Onboarding Guide, sharing overviews of company and team structure, essential U.S. Bank programs and processes, key dates, health and executive benefits, and first weeks’ partner meetings
    4. During the first week, check in with new leaders frequently to answer any immediate questions they may have
    5. Introduce Executive Coaching; arrange coaching interviews if appropriate
  12. Partner with key stakeholders as necessary:
    1. Partner with IT support to solve equipment ordering issues, ensure all necessary equipment is ordered and ready on day one, and arrange a representative to walk through password and security set-up on day one
    2. Partner with Properties Management to secure temporary (week one) workspace in the Twin Cities for new leaders located remotely
    3. Engage Compensation, Benefits, Payroll and other Human Resources partners as necessary to answer questions and resolve any issues new leaders present

Qualifications

Basic Qualifications

•Bachelor's degree or equivalent work experience

•Exceptional client relationship, consulting, and diagnostic skills

•Proven ability to build collaborative partnerships across the organization

•Proven success working with all levels of the organization

PREFERRED SKILLS/EXPERIENCE

•Proven ability to influence others

•Ability to build strong and effective personal relationships that enable the accomplishment of business objectives

•Excellent program design capabilities

•Excellent verbal and written communication skills including listening for understanding

•Strong project management and systems management experience

•Ability to quickly analyze issues and keep projects moving forward

•Proven ability leading teams not under own managerial hierarchy

•Ability to manage multiple priorities and act with urgency

•Ability to synthesize quantitative and qualitative data from a variety of sources

To apply click Executive Recruiting Engagement Specialist

Comments

The comments to this entry are closed.