Talent Acquisition & Retention Specialist

Job Description

Job Description

Overview :

A Talent Acquisition and Retention Specialist develops and executes strategies for recruiting, hiring, and retaining employees by collaborating with hiring managers and leadership. Key responsibilities include identifying talent needs, creating sourcing strategies, managing the full recruitment cycle, analyzing HR metrics like turnover, and designing programs to improve retention and engagement. They also manage the candidate experience and work on strategic initiatives like succession planning and employer branding. This is a hybrid position requiring regular in-office presence at our Englewood, CO location.

Key Responsibilities – include but are not limited to :

• Strategic planning :  Partner with leadership to forecast future talent needs and develop aligned acquisition and retention strategies. Work with hiring managers to define job roles, establish hiring criteria, and advise on interview methods.
• Sourcing and recruiting :  Lead full-cycle recruitment for key roles, including sourcing, screening, and interviewing. Develop and implement innovative sourcing strategies using various channels to attract top talent and manage the full-cycle recruitment process.
• Retention and engagement :  Analyze retention and turnover data to identify trends and develop strategies to improve employee engagement and retention. Partner with leadership to support career pathways, mentorship, and internal mobility initiatives.
• Process improvement :  Continuously evaluate and improve the hiring process, including candidate experience, and implement new technologies or tactics. Partner with management team to support career pathways, mentorship, and internal mobility initiatives. Lead or support HR projects and process improvements that impact recruitment and retention.
• Analytics and reporting :  Track and report on recruitment KPIs (time-to-fill, cost-per-hire, quality of hire) and provide data-driven insights to leadership. Collaborate with leadership to drive competitive compensation.
• Employer branding :  Contribute to building a strong employer brand to attract a wider and more diverse pool of candidates. Support culture-building initiatives that reinforce the organization’s mission, values, and commitment to inclusion.

Required skills and qualifications

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