{"id":1486588,"url":"https://alion.io/job/unity-talent-specialist","title":"Talent Specialist","company":{"id":1940086,"name":"Unity","domain":"unity.org","url":"https://alion.io/company/unity-org","size_band":null,"is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Paycom","truth_index":null},"role":"HR","role_family":"HR","seniority":"junior","employment_type":null,"work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"inferred","locations":[],"countries":[],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":null,"experience_years_min":2,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-09-29T23:32:45Z","employer_posted_date":"2026-09-29","last_verified_at":"2026-09-30T09:16:25Z","board_verified":true,"closed_at":null,"days_open":1,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":1},"description":"Position Summary: The Talent Specialist, People Support owns full-cycle recruitment and the day-to-day employee lifecycle experience - from first interview through exit. At its core, this is a relationship and service role: this role is a consultative, trusted partner to hiring managers throughout the hiring process, and approaches every touchpoint - with hiring managers, candidates, and employees alike - as a customer-service relationship. This role leads sourcing and hiring for open positions, designs and delivers onboarding and orientation, conducts stay and exit interviews to surface engagement and retention trends, coordinates select training programs, and leads a periodic compensation benchmarking review to help the organization stay market competitive. Will partner closely with and reports to the Chief People Officer, keeping hiring, onboarding, pay competitiveness, and the overall employee experience consistent, timely, and mission-aligned.\nEssential Job Functions: \nFull-Cycle Recruiting Serve as a consultative partner to hiring managers - advising on role scope, realistic timelines, market conditions, and interview design rather than simply processing requests\nPartner with hiring managers to scope open roles, write/update job descriptions, and set hiring timelines\nSource, screen, and coordinate interviews for all open positions\nOwn requisitions and candidate pipeline in the applicant tracking system (ATS)\nExtend offers and coordinate background checks, references, and pre-employment requirements\nTrack and report recruiting metrics: time-to-fill, source of hire, offer-acceptance rate, cost-per-hire\nBuild pipelines with local colleges, community and faith-based networks, and other talent sources aligned to the organization's mission\n\nHiring Manager Partnership & Customer Service Act as the primary, dedicated point of contact for hiring managers throughout the hiring process, providing proactive status updates rather than waiting to be asked\nDeliver a consistently high-touch, responsive experience for hiring managers, candidates, and new hires - treating every hiring, onboarding, and offboarding interaction as a customer-service relationship\nSet clear expectations with hiring managers up front and follow through reliably, so managers experience the process as supported rather than self-service\nSolicit feedback from hiring managers, candidates, and new hires after key milestones, and use it to continuously improve the experience\nBuild genuine working relationships across departments to understand each team's culture and anticipate hiring needs before they become urgent\n\nOnboarding & Orientation Design, schedule, and facilitate new-hire onboarding and orientation programs\nCoordinate paperwork, systems access, equipment, and first-week logistics with IT, Facilities, and Payroll\nServe as the new hire's point of contact through their first 90 days\nGather onboarding feedback and continuously refine the experience\n\nExit & Stay Interviews Conduct exit interviews for departing employees; identify themes and report findings to People Support leadership\nConduct proactive stay interviews with current employees to surface engagement and retention risk\nRecommend retention actions based on interview data and trends\n\nTrainingCoordinate and/or deliver select training (new-hire training, required compliance training, development sessions)\nPartner with subject-matter experts and the Senior HR Generalist to schedule training and track completion\nMaintain training records and compliance documentation\n\nCompensation Review & Benchmarking Conduct a periodic (at minimum annual) review of the organization's compensation structure against Missouri/Midwest nonprofit market data\nBenchmark current role salary ranges against comparable positions using reputable third-party salary sources and/or salary surveys\nIdentify roles or pay bands that are below, at, or above market and flag competitiveness gaps and pay equity concerns to the Chief People Officer\nMaintain up-to-date market data and documentation to support budgeting and offer decisions\nPartner with the Chief People Officer on any resulting pay structure recommendations\n\nDiversity in Talent Management Build and maintain candidate pipelines that reach a broad range of qualified talent, including partnerships with HBCUs, community colleges, professional associations, and other diverse talent networks alongside existing local college, community, and faith-based sources\nWrite and review job postings for inclusive language and structure screening and interview processes to support consistent, equitable evaluation of every candidate\nTrack diversity of applicants, interview slates, and hires across the recruiting funnel and report trends to the Chief People Officer\nPartner with the Chief People Officer and Senior HR Generalist on workforce diversity goals and initiatives, ensuring recruiting practices support the organization's broader DEI strategy\nStay current on inclusive sourcing and talent-management practices and recommend improvements as the organization grows\n\nOther Support broader People Support projects and initiatives as needed\nMaintain strict confidentiality of employee and candidate information\nPerform other duties as assigned\n\nQualifications\nEducation: Bachelor's degree in Human Resources, Business, or related field, or equivalent experience\nExperience & Skills:\nBachelor's degree in Human Resources, Business, or related field, or equivalent experience\n2+ years of full-cycle recruiting experience; nonprofit or mission-driven organization experience preferred\nExperience facilitating onboarding, training, or employee-engagement programs preferred\nStrong interpersonal, active-listening, and communication skills - this role holds sensitive conversations (exit and stay interviews) that require discretion and good judgment\nA genuine customer-service mindset - patient, responsive, and solutions-oriented with hiring managers, candidates, and employees, even under competing deadlines\nComfortable operating as a consultative partner rather than an order-taker - able to guide and push back on hiring managers when helpful, not just execute requests\nComfortable working independently and prioritizing across multiple open roles and lifecycle touchpoints at once\nProficiency with an ATS/HRIS and standard office software; comfortable working with salary survey data and spreadsheets for benchmarking\nExposure to compensation benchmarking, market pricing, or pay equity analysis strongly preferred\nPHR, SHRM-CP, or similar certification a plus, not required\nWork Environment & Physical Requirements\n\nActivity\n\nFrequency\n\nInside Work\n\nC\n\nOutside Work\n\nN/A\n\nUse of Hands/Fingers\n\nC\n\nLifting/Carrying: 25 Max lbs.\n\nF\n\nClimb- Stairs/Ladders\n\nO\n\nReach (select): Overhead /Forward\n\nN/A\n\nSitting/Workstation\n\nF\n\nTraveling\n\nO\n\nExposure to Hazards\n\nN/A\n\nExcessive Noise\n\nN/A\n\nExposure to Temperatures\n\nN/A\n\nOperate Computer\n\nC\n\nTalk/Communicate\n\nC\n\nOperate Company Vehicles\n\nC\n\nTaste/Smell\n\nN/A\n\nStanding/Walking\n\nF\n\nStoop/Kneel/Crouch/Crawl\n\nO\n\nRead/See\n\nC\n\nOperating Company: Copier, Fax, Printer, Telephone System\n\nC\n\nPersonal Protective Equipment:\n\nN/A\n\nN/ANot Applicable Activity - Not applicable to this occupation\nO Occasionally Position requires this activity up to 0-27% of the time (02.5 or < hrs/day)\nF Frequently Position requires this activity up to 27-61% of the time (02.5-5.5 hrs/day)\nC Constantly Position requires this activity up to 61-100% of the time (5.5+ hrs/day)\n\nAdditional Information\nWork Environment: Office environment based on-site at Unity Village. Some early-morning, evening, or weekend flexibility may be needed to support onboarding cohorts, orientation sessions, or hiring events.","description_format":"text","description_chars":7743,"description_truncated":false,"requirements":{"experience_years_min":2,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":{"level":"bachelor","optional":true},"security_clearance":false,"languages":[]},"benefits":["Equity"],"hiring_locations":[],"hiring_excludes":[],"relocation_offered":false,"industries":[],"lifecycle":[{"event":"open","at":"2026-09-29T23:32:45Z"}],"liveness":{"score":86,"band":"hot","label":"Hiring now","p_open":1,"p_active":0.86,"p_room":1,"age_days":0,"expected_fill_days":15,"reasons":["conf:6","win:early","comp:junior"],"computed_at":"2026-09-30T05:45:00Z"},"pay":null,"html_url":"https://alion.io/job/unity-talent-specialist","json_url":"https://alion.io/job/unity-talent-specialist.json","meta":{"generated_at":"2026-10-01T01:57:10Z","cache_seconds":300,"methodology":"https://alion.io/methodology","terms":"https://alion.io/terms","contact":"https://alion.io/contact","api":"https://alion.io/developers","usage":{"tier":"crawler","counted_by":"address","units_charged":1,"used_today":1544,"day_limit":5000,"remaining_today":3456,"minute_limit":60,"resets_at":"2026-10-02T00:00:00Z"}}}