Location:

800 Philadelphia Street

Indiana, PA 15701

Hours: 

Monday - Friday 8:00AM-5:00PM

(Additional hours as necessary to meet the objectives of the department)

Function: 

Responsible maintaining the recruitment process of posting opportunities, advising hiring managers, prescreening and interviewing for all levels of exempt positions at all S&T branches and departments.

Duties & Responsibilities:

Responsible maintaining the recruitment process of posting opportunities, advising hiring managers, prescreening and interviewing for all levels of exempt positions at all S&T branches and departments.

Maintains Employment Applicant Tracking System (ATS).

• Reviews all job Opportunities for appropriate signatures/approvals.

• Creates & maintains all job posting files; Opportunity Checklist.

• Creates, edits, and posts job openings to appropriate job boards.

• Saves all incoming resumes and referral forms into appropriate files and processes accordingly.

• Reviews and forwards applications to hiring managers.

• Maintains job posting files from beginning to end.

Advises senior level hiring managers on the recruitment process including:

• Applicant sourcing.

• Interviewing guidance and best practices.

• Recruitment procedures and HR resources.

• Coordination between hiring manager and external recruiters when applicable.

Coordinates and maintains the following:

• Temporary Employment

• Career/Job Fair

• Social Media Recruitment

• External Recruiter Relationships

Performs various duties for the hiring of exempt employees, includes the following:

• Evaluates all employment applications and resumes.

• Seeks candidates from the Applicant Tracking System.

• Conducts interviews of internal and external candidates.

• Prescreens non-exempt and entry level exempt applicants over through various means.

• Travels to interview non-exempt and entry level exempt applicants at branches and/or offices as necessary.

• Extends offers verbally to candidates.

• Verbally communicates declinations to internal candidates.

• Assigns teller numbers, processes network credentials and new hire information for all new hires.

• Works closely with supervisors and managers on hiring of each employee.

• Answers various inquiries from internal and external customers on the hiring process; job openings, status of application/resume or employment questions.

• Closes opportunity upon placement

Acts as a mentor for new to position Recruiters.

Coordinate and maintains tracking for proactive sourcing through social media channels.

• Develops communication to potential candidates.

• Assist with development of marketing strategies to target specific markets.

Creates and posts open positions via the ATS to the Careers Page, employment agencies and college & career sites.

Updates job descriptions for job postings.

Conducts background checks on applicants, manually when needed.

• Background Investigations through vendor

• Obtaining Credit Histories as applicable.

• Check Systems

• FDIC

• References on occasion

Serves as a liaison between the candidate and company, as an advocate for the brand, culture, and work environment.

Assists with attending job fairs and gathering appropriate documents for interviews, on-line application, transcripts & resumes.

Advertises for candidates, via newspapers, internet, job centers, educational facilities, career fairs, social media and temporary outside agencies.

• Attends high schools, colleges and career/job fairs, mock interviews and events representing S&T Bank.

• Writes job opening advertisements.

• Closely monitors the Recruitment promotional item inventory and re-orders when applicable.

Actively participates in sourcing candidates to meet Affirmative Action goals. Maintains a working knowledge of Affirmative Action to assists in maintaining and reporting for the Affirmative Action Plan and initiating advancements in recruiting and hiring applicants of diverse backgrounds.

Conducts employment aptitude testing when needed or requested by the hiring supervisor.

Assists with gathering information during audit proceedings.

Maintains a good working relationship with bank employees. Demonstrates strong interpersonal skills with the ability to work independently, as well as motivated to work as a team player to contribute to the success of the department and in turn, the organization.

Assumes additional duties as required.

Education:

Requires a high school diploma or equivalent, plus specialized training or a two-year degree.  SPHR or PHR certification preferred or a two-year degree.

Experience:  

Five to ten years general experience with five to ten years specialized experience in HR or Recruitment required.

Physical Demands:
Use of manual dexterity skills for typing and data entry up to 40% of the business day. Performs both sedentary desk work and travel to bank locations for interviews, job fairs, meetings, etc. on a frequent basis, as needed. Requires the use of computer equipment, occasional lifting of boxes for disaster recovery and recruitment materials up to 25 pounds. Specific vision requirements include close vision of 18”-20” for computer work. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. Travel is required 20% of the time to interviews and job fairs.

Offered rates and salaries may vary based on geographic location, market data and on experience, education, and evidenced position specific skill requirements.

For roles that are incentive eligible, payment is based upon the plan document and company, business, and/or individual performance.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Salary Range: