At FRCC, employees and leaders bring our values to life through their actions. We collaborate across roles and campuses, seek and value diverse perspectives, follow through on our commitments, and turn thoughtful ideas into meaningful improvements which are measured for success. We take pride in our work, support one another, and make decisions that advance student success, equity, and excellence. We seek people who will actively contribute to this culture and demonstrate these commitments every day. 

Job Summary: 

Reporting to the Director of Talent Acquisition and Classification, you will provide strong leadership and mentorship to a team of Talent Acquisition Partners, ensuring equitable workload distribution and awareness of evolving policies  

 Serving as a subject matter expert on recruitment processes and the Applicant Tracking System (ATS), you will help ensure that consistent, compliant hiring practices are in place for APT, Faculty, Part-Time, and Student Employment jobs, while managing ATS configuration and conducting periodic audits to safeguard documentation and retention guidelines.  

You will use data to identify bottlenecks, track progress toward key performance indicators, and drive continuous improvement, while staying current on emerging recruitment models to strengthen FRCC's talent strategy.  

You will also identify learning opportunities and resources for Talent Acquisition Partners.  Additionally, you will partner with the Talent Acquisition Team to develop resources for hiring managers and search committees, ensuring a smooth hand-off from recruitment to new hire integration. This role also represents FRCC at career fairs and community events to build strong talent pipelines.  

Throughout this work, you will exemplify FRCC's core values, demonstrating integrity through recruitment compliance and confidentiality, promoting Inclusivity in hiring practices, strengthening community through partnerships and outreach, and advancing Innovation in tools, workflows, and recruitment strategy.  

 This position does have the opportunity to work remotely occasionally but does require a strong on-campus presence and may require occasional travel to all three FRCC campuses. 

Please note: You need to be a Colorado resident on your first day of employment. Also, Front Range Community College is an E-Verify employer. 

Duties & Responsibilities: 

Supervision & Team Leadership   

• Hire, mentor and support a team of Talent Acquisition Partners.  

• Supervise and mentor Talent Acquisition Partners, providing coaching and guidance to strengthen team performance and professional growth. 

• Monitor workload distribution to ensure timely completion of recruitment, ensuring TA Partners have the resources and feel adequately supported in their job.   

• Ensure TA Partners stay informed of new and changing policies or procedures that impact their work. 

Recruitment Process & Systems Expertise   

• Serve as the subject matter expert on recruitment processes across full time, faculty, part-time, and student employment populations, ensuring consistent and compliant practices across employee types. 

• Act as a resource and expert on the Applicant Tracking System (ATS), supporting effective use of the platform across the talent acquisition team. 

• Conduct periodic audits of recruitment files and ATS records to ensure documentation accuracy and compliance readiness.  

• Manage ATS configuration, user permissions, and workflow settings to support evolving recruitment needs across employee types. 

Data-Informed Decision Making & Continuous Improvement   

• Continuously evaluate and update recruitment workflows based on data and research, ensuring processes support the timely hiring of highly qualified employees whose values align with FRCC.  

• Analyze recruitment and hiring data to identify bottlenecks and process inefficiencies, implementing solutions to keep the team on track toward key performance indicators (KPIs). 

• Use data-informed insights to guide decisions related to employee performance and workflow processes, ensuring continuous improvement across the talent acquisition function. 

• Stay abreast of emerging recruitment models and industry best practices, recommending innovative approaches to strengthen FRCC's talent acquisition strategy. 

Tools, Training and Resource Development   

• Equip Talent Acquisition Partners and hiring managers with the knowledge and skills needed to effectively utilize the ATS and follow best practices. 

• Support the development of job aids to standardize and simplify recruitment and hiring practices.  

• Help facilitate "Strategies for Effective Hiring" training for search committee members. 

Talent Engagement & Transition   

• Ensure a smooth, well-coordinated hand-off from recruitment to new hire integration for new employees.  

• Help represent FRCC at career fairs and community events, promoting the college as an employer of choice and building talent pipelines. 

Competencies/KSAs: 

• Talent Acquisition Expertise - Applies comprehensive knowledge of full cycle recruitment, candidate sourcing, applicant screening, selection practices, search committee processes, employment offers, onboarding transitions, and applicant tracking systems. Provides subject matter guidance and ensures recruitment practices are consistent, effective, and appropriate for varied position types and employment groups.    

• Strategic Thinking & Talent Planning- Anticipates evolving workforce needs and translates institutional priorities into forward looking talent plans. Uses recruitment data, labor market trends, succession considerations, and stakeholder insights to identify talent gaps, establish priorities, strengthen candidate pipelines, and recommend scalable approaches that position the College to meet both immediate and long term staffing needs.   

• Critical Thinking and Problem Solving- Analyzes complex recruitment and hiring challenges, identifies missing or conflicting information, evaluates potential implications, and develops practical, well reasoned solutions. Recognizes when an issue requires additional analysis, consultation, or escalation before it negatively affects a candidate, hiring department, or institutional objective. 

• Data Analysis and Interpretation- Interprets recruitment metrics, labor market information, hiring trends, workflow data, and performance indicators to evaluate recruitment effectiveness. Uses data to identify process barriers, capacity concerns, hiring disparities, and opportunities to improve recruitment outcomes and resource allocation.   

• Consultation and Stakeholder Management- Establishes productive working relationships with hiring managers, search committees, Talent Acquisition Partners, College leadership, and external partners. Assesses stakeholder needs, provides informed recommendations, clarifies roles and expectations, navigates competing perspectives, and maintains alignment throughout the recruitment and selection process.   

• Managerial Leadership- Establishes clear expectations, delegates responsibilities appropriately, monitors performance, provides developmental guidance, and holds team members accountable for results and follow through. Balances individual workloads, addresses performance concerns, supports professional growth, and builds the team’s capacity to meet departmental objectives. 

• Communication- Communicates effectively, complex recruitment policies, procedures, timelines, decisions, and expectations clearly to varied audiences. Listens actively, asks appropriate questions, synthesizes information, resolves misunderstandings, and adjusts communication based on the audience, circumstances, and sensitivity of the matter. 

• Project Management- Plans and coordinates multiple recruitment activities, team assignments, position requests, and departmental initiatives simultaneously. Establishes priorities, manages timelines, monitors team capacity, addresses workflow bottlenecks, and reallocates resources to maintain progress during high volume hiring periods.   

• Compliance Knowledge- Applies knowledge of employment laws, institutional policies, records requirements, confidentiality requirements, and established hiring procedures. Reviews recruitment activities and documentation for consistency and compliance, identifies potential risks, and determines when consultation with Employee Relations, Human Resources leadership, or legal counsel is appropriate.   

• Recruitment Practices- Applies knowledge of inclusive sourcing, accessible recruitment, structured evaluation methods, and consistent selection criteria. Identifies potential barriers within recruitment processes and helps hiring managers and search committees use job related, evidence based practices when evaluating candidates. 

• Organizational Agility- Adjusts recruitment priorities, workflows, timelines, and resource allocation in response to changing institutional needs, leadership direction, labor market conditions, and unexpected hiring demands. Maintains operational continuity and communicates necessary adjustments to affected stakeholders.   

• Attention to Detail- Reviews recruitment records, job postings, candidate materials, hiring documentation, applicant tracking system data, and offer information for accuracy and completeness. Identifies discrepancies and resolves them before they create delays, compliance concerns, or inaccurate employment actions. 

Minimum Qualifications: 

• Associate’s degree in business or related field and four years of professional work experience with a focus on recruitment, talent acquisition or onboarding.   

OR 

• Bachelor’s degree in business or related field and two years of professional work experience with a focus on recruitment, talent acquisition or onboarding.   

AND 

• Demonstrated experience in a lead or supervisory role.  

• Demonstrated experience designing and tracking recruitment metrics and key performance indicators (e.g., time-to-fill, source effectiveness, pipeline conversion) . 

• Experience using data and reporting tools to inform strategic decisions, evaluate the effectiveness of recruitment practices, and recommend process enhancements.  

• Demonstrated experience identifying and leveraging appropriate sourcing channels and strategies for hard-to-fill, specialized, or niche positions.  

• Demonstrated experience evaluating and improving the employee and candidate experience.  

• Demonstrated experience developing and implementing onboarding strategies that ensure a smooth hand-off from recruitment to new hire integration and long-term retention. 

• Knowledge of how inclusive, equity-focused principles inform talent acquisition and onboarding practices, shaping a positive and welcoming employee experience. 

• Ability to lead cross-functional projects from planning through execution. 

Preferred Qualifications: 

• Ability to communicate effectively in Spanish   

Selection Process: 

The selection process for this position will be conducted through a competitive, merit-based evaluation of all qualified applicants. Preliminary screening will be based on the completed application package submitted by the candidate. 

Position will remain open until filled with a priority deadline of October 1st.  

This posting may be used to fill multiple or similar positions. 

Application Procedures: 

In your application, please include a resume and cover letter that specifically address how your background and experience align with the requirements, qualifications, and responsibilities of the position. 

The application will ask for you to provide three references. We ask that they are all professional references and at least one is a current/recent supervisor.