PacifiCorp is seeking customer-centric candidates to grow and sustain our commitment to a culture of customer service excellence, environmental sustainability and diversity, equity and inclusion.
This position will manage the recruiting life cycle from inception to onboarding of exempt and non-exempt associates. This role will ensure consistent application of policies and procedures and compliance with all laws/statues regulating the employment relationship. The position will also serve as a guide to hiring managers and candidates throughout the hiring process and will be an ambassador for the company to those outside of the organization. Candidates at this level may act as a lead.
Responsibilities of the Sr. Level include:
• Manage the union and non-union recruitments including identifying, pre-qualifying, and presenting candidates to hiring managers, as well as obtaining feedback and disposition of applicants.
• Consult with hiring managers and supervisors throughout the hiring process as the recruiting point of contact. Work with managers to help them identify key competencies for open positions and create appropriate job-related pre-screening and interview questions.
• Develop and implement creative sourcing strategies to proactively identify candidates for open positions within identified functional areas. Build a pipeline of talent by utilizing sourcing expertise through referrals, networking, internet resources, cold calling, and other methods for attracting high performers.
• Manage and coordinate PacifiCorp participation in career fairs and campus recruiting.
• Oversee new hire on boarding including facilitation of pre-employment background checks, drug screens, physical capacity exams, and CDL/CMV documentation. Complete education and employment verifications and reference checks.
• Establish and maintain applicant/resume tracking database and hard copy recruitment files with proper documentation ensuring EEO and OFCCP compliance. Consult with other pertinent human resources departments as required throughout the hiring process. Collaborate with other department units to ensure compliance with all legal requirements.
In addition, responsibilities of the Sr. II Level include:
• Assist Talent Acquisition Manager with developing and maintaining policies and strategies for recruiting activities.
• Research Talent Acquisition trends to improve processes.
• Promote the company’s brand through recruitment initiatives, organizations, and events.
• Monitor the analytical data within the ATS to determine ideal recruiting strategies.
• Ability to build strong relationships with company management, vendors & community organizations.
• Leverage social networking and other cutting-edge recruiting technologies and tools to connect with a broad and diverse talent network.
• Source potential candidates through online channels including social media, professional networks, and influencer marketing sites.
• Experience in training talent acquisition skills to others.
• May act as a lead within the group and mentor junior roles.
Requirements of the Sr. Level position include:
• Bachelor's Degree in Human Resources, Management or a related field; or the equivalent combination of education and experience.
• A minimum of five years of recruitment-related experience, preferably in a corporate role (in-house).
• Strong understanding of employment law and other government compliance regulations.
• Proficient with the use of personal computers including spreadsheet, database, word processing, and presentation applications.
• Exceptional customer service, communication and interpersonal skills including the ability to consult and resolve internal or external customer issues which may be sensitive in nature.
• Ability to work with all levels of an organization including people with different styles and backgrounds; ability to work as a member of a team.
• Ability to develop alternatives to standards or practices within defined areas which may be ambiguous or unprecedented.
• Highly developed negotiation skills.
• Strong organizational skills.
• Results-oriented with a strong sense of urgency.
In addition, the requirements of the Sr. II Level include:
• A minimum of 8 years of recruitment-related experience, preferably in a corporate role (in-house).
• PHR or SPHR Certification.
• AIRS Certification.
• Experience utilizing Applicant Tracking Systems (Successfactors preferred).
• Working knowledge of an HRIS system (SAP preferred).
• Prior experience utilizing behavior-based interviewing techniques.
• Demonstrated ability to develop policies, procedures, and guidelines and contribute to overall continuous process improvement.
• Experience implementing new programs (relocation, candidate travel expense management, pre-employment screening, applicant tracking systems, etc).
• Experience recruiting in a unionized environment.
• Knowledge of legalities related to securing (and maintaining) employment Visas.
Req Id: 112881
Company Code: PacifiCorp
Primary Location: PORTLAND
Department: Human Resources
Schedule: Full-Time
Personnel Subarea: Exempt
Hiring Range: $86,700 - $103,100
This position is eligible for an annual discretionary performance incentive bonus of up to 12.00% of salary.
Benefits: Health care, retirement, paid time off, tuition assistance, paid short-term and long-term disability, paid bereavement leave. For more information, please visit:
Employees must be able to perform the essential functions of the position with or without an accommodation.
At PacifiCorp, we celebrate diversity, equity and inclusion. PacifiCorp is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion or religious creed, age, national origin, ancestry, citizenship status (except as required by law), gender (including gender identity and expression), sex (including pregnancy), sexual orientation, genetic information, physical or mental disability, medical condition, veteran or military status, familial or parental status, marital status or any other category protected by applicable local, state or U.S. federal law.
Unless otherwise required by law, all offers of employment are contingent upon the successful completion of a background check and drug screening including for marijuana. While marijuana is legal in several states, including Oregon, a positive test for positions in Oregon may disqualify a candidate. The company complies with the laws of Washington and California and only obtains and considers positive tests for marijuana in safety-sensitive positions or those covered by U.S. Department of Transportation regulations.
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