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JOB SUMMARY

Oversees the Staffing operations and programs by directing all recruiting activities and operational processes. Ensures compliance with regulations and establishes standards for the function.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Seeks out best practices, innovative and strategic tools for operational excellence.

Ensures accountability for all parties involved in the recruiting process for compliance with applicable applicant tracking, interviewing and hiring requirements. Develops and maintains performance metrics that provide clarity of trending, benchmarking and insight for making program and process improvements.

Leverages technology to support staffing initiatives.

Develops and manages metrics to measure overall recruitment/staffing process effectiveness. Develops departmental policies.

Develops and manages the CBRE employment brand.

Prepares and manages the recruitment budget.

Performs other duties as assigned.

SUPERVISORY RESPONSIBILITIES

Manages the planning, organization and controls for a major functional area or department. May be responsible for a mix of direct and matrix reports. Approves subordinates' recommendations for staff recruitment, selection, promotion, advancement, corrective action and termination. Effectively recommends same for direct reports to next level management for review and approval. Monitors appropriate staffing levels and reports on utilization and deployment of human resources (HR). Leads and supports staff in areas of staffing, selection, training, development, coaching, mentoring, measuring, appraising and rewarding performance and retention. Leads by example and models behaviors that are consistent with the company's values.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION and EXPERIENCE

Bachelor's degree (BA/BS) from 4-year college or university in human resources or related field or comparable combination of education and experience. Minimum of 10 years of full lifecycle staffing or recruiting required.

CERTIFICATES and/or LICENSES

Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) preferred.

COMMUNICATION SKILLS

Ability to comprehend, analyze and interpret the most complex business documents. Ability to respond effectively to the most sensitive issues. Ability to write reports, manuals, speeches and articles using distinctive style. Ability to make effective and persuasive presentations on complex topics to employees, clients, top management and/or public groups. Ability to motivate and negotiate effectively with key employees, top management and client groups to take desired action.

FINANCIAL KNOWLEDGE

Requires in-depth knowledge of financial terms and principles. Reviews complex financial/business analysis and reports prepared by subordinates. Ability to analyze the most complex business/financial data and develop innovative solutions. Develops and implements financial policies and procedures. Approves and oversees department budget.

REASONING ABILITY

Ability to solve advanced problems and deal with a variety of options in complex situations. Requires expert level analytical and quantitative skills with proven experience in developing strategic solutions for a growing matrix-based multi-industry sales environment. Draws upon the analysis of others and makes recommendations that have a direct impact on the company.

OTHER SKILLS and ABILITIES

Fully competent in specific HR concepts with emphasis on staffing processes, internal HR policies, employment law and interviewing techniques or equivalent demonstrated skills and abilities. Strong personal computer skills using Microsoft Office, Internet software, and human resources information system (HRIS) and applicant tracking system (ATS) applications. Demonstrated knowledge of basic human resource functions such as compensation, benefits, employee/labor relations, training and development.

SCOPE OF RESPONSIBILITY

Decisions made with in-depth understanding and interpretation of procedures, company policies and business practices to achieve complex results. Responsible for setting project, department and/or division deadlines. Errors in judgment may cause long-term impact to line of business and/or overall company.

CBRE carefully considers multiple factors to determine compensation, including a candidate's education, training, and experience. The minimum salary for the TA Director position is $160,000.00 annually and the maximum salary for the TA Director position is $180,000.00 annually. The compensation that is offered to a successful candidate will depend on the candidate's skills, qualifications, and experience.

Equal Employment Opportunity: CBRE is an equal opportunity employer that values diversity. We have a long-standing commitment to providing equal employment opportunity to all qualified applicants regardless of race, color, religion, national origin, sex, sexual orientation, gender identity, pregnancy, age, citizenship, marital status, disability, veteran status, political belief, or any other basis protected by applicable law.

Candidate Accommodations: CBRE values the differences of all current and prospective employees and recognizes how every employee contributes to our company's success. CBRE provides reasonable accommodations in job application procedures for individuals with disabilities. If you require assistance due to a disability in the application or recruitment process, please submit a request via email at recruitingaccommodations@cbre.com or via telephone at +1 866 225 3099 (U.S.) and +1 866 388 4346 (Canada).

CBRE, Inc. is an Equal Opportunity and Affirmative Action Employer (Women/Minorities/Persons with Disabilities/US Veterans)

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