Washington DC-Baltimore Area
• Lead full-cycle recruitment across editorial, advertising, marketing, engineering, product, analytics, finance, partnerships, HR, security, and other corporate functions from entry-level to executive roles within a fast-paced media environment. • Partner with senior leadership to develop strategic hiring plans aligned to evolving digital business and newsroom objectives. • Conduct competency-based interviews assessing behavioral fit, technical expertise, and motivational alignment; deliver data-driven hiring recommendations. • Build and maintain diverse talent pipelines through proactive sourcing, industry networking, and digital recruiting strategies. • Advise hiring managers on market trends, compensation insights, and organizational design considerations. Help managers create simulations and job descriptions utilizing AI and other resources. • Manage and optimize Workday Recruiting (ATS), ensuring job architecture alignment, accurate requisition workflows, and data integrity. • Collaborate with HRIS on Workday enhancements, reporting dashboards, and process improvements to increase efficiency. • Deliver a high-touch, inclusive candidate experience from intake through offer and onboarding.
• Work directly with hiring managers to create engaging job descriptions • Conduct in-depth candidate screenings via phone, in person, and virtually to assess the level of interest, technical skills, qualifications, and compensation requirements of each candidate • Identify candidates, coordinate interviews, receive feedback and extend offers • Develop a broad professional network of top technology talent and build a strong talent pipeline to hire across a number of technical and sales roles • Convert passive talent through an understanding of the business and employee value proposition • Focus on providing a great candidate experience through every stage of the interview process • Stay current with the Washington, DC metropolitan area market trends (i.e. talent pools, compensation and other challenges) • Attend job fairs to attract talent and build pipelines
• Provide onsite and offsite HR leadership, serving as main point of contact for talent management, recruitment, learning, and employee relations issues • Lead key people initiatives and tasks including: recruiting, on-boarding, off-boarding, staffing management, performance management, change management, organization planning, compensation planning, and employee development • Proactively consult with the national and city business leaders on employee, managerial, organizational and business issues and work with various team members to provide effective, beneficial solutions to business issues Culture and Organization Effectiveness: • Understand the business strategy and identify opportunities to improve organizational capability and, when necessary, drive change management to align our organization with our business strategy. • Diagnose gaps between current and desired organization performance and deploy actions, including organization redesign, process change, coaching and training. • Develop talent acquisition and transition plans to anticipate the short and long term business needs • Provide coaching and consulting to business leaders on effective performance management intervention. • Participate in the ideation and organization of onsite employee events related to strategic initiatives (diversity, career pathing, pipeline programs, etc.)
• Manage full cycle recruitment process. • Conduct general employment life cycle activities for assigned locations/functions including on boarding, new hire paperwork, training and leave management. • Conduct terminations, change management, facilitating layoffs, exit interviews, promotions & pay changes. • Serve as lead point of contact for all internal staff including over 200 employees & 25 supervisors across various projects with any HR assistance needed. • Build and develop relationships with internal staff, supervisors and vendors by assisting them with any HR related topics including recruiting, performance management, development and counseling. • Manage all employee relations issues, counseling, performance including coaching, and documentation. • Conduct investigations and policy violations. • Assist with the development of employee relations and compliance policies and procedures. • Maintain current knowledge of relevant employee relations and compliance laws, procedures, and practices. • Lead new hire orientations and manage I-9 Compliance. • Revise training procedures and protocols.
• Provide support to the compliance team with a concentration focus on H2-B visas and case project management for field offices. • Assist in submitting over 50 petitions to both U.S. Department of Labor (DOL) and United States Citizenship and Immigration Services (USCIS) to secure approval for hiring seasonal legal labor as the largest H2B user in the nation. • In charge of unemployment claims for all branches nationwide through Equifax. • Handling all issues with E-Verify including creating accounts for new workers and troubleshooting issues. • Correcting compliance issues using HRIS such as I9 errors and dealing with terminations. • Enrolling all new employees in PTO using HRIS, also in charge of companies’ hotline dealing with employee issues. • Assist in processing invoices issued by vendors.