About GG+A

GG+A is a full-service philanthropic management consulting firm with 60 years of industry-defining leadership in helping our clients realize the full potential of their missions through the growth of philanthropic support. Our primary mission is to assist our clients in the substantial improvement and acceleration of their fundraising programs. We seek to align those programs with the institution’s core mission and ensure their sustainability.

GG+A is an international resource for data-driven best practices in all areas of advancement, including fundraising, engagement, communications, and advancement services. We provide counsel to a global constituency of nonprofits, specifically in the areas of higher education, academic medicine/healthcare, independent schools, arts and culture, select humanitarian institutions, and a range of charities and nonprofit organizations.

GG+A embodies a high-performance and entrepreneurial culture. We are client-centric, rigorous, creative, and data-driven in our practices, and committed to responding swiftly and effectively to client needs and requirements. We offer a challenging environment and seek intelligent, energetic, and self-motivated individuals who are achievement-oriented and have high integrity.

Summary

This position is onsite in the Chicago office. The Talent Acquisition Coordinator (TAC) reports to the VP, Human Resources & Talent. The TAC will support the VP of HR & Talent in researching, developing and implementing effective recruiting and staffing strategies to attract a diverse pool of qualified and capable talent for the organization.

Key Responsibilities

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Other duties may be assigned.

• With VP guidance support the development all phases of the recruitment process for GG+A staff positions
• Ensure the commitment to all DEI initiatives of the firm are present in every search
• Collaborate with leadership to organize, prepare, or implement recruiting and retention programs
• With the VP of HR & Talent, coordinate and lead recruitment strategy meetings with each Hiring Manager to identify and implement efficient and effective recruiting methods and strategies based on the available role, industry standards, and the needs of the organization (current or anticipated)
  • Collaborate with hiring managers to identify and draft detailed and accurate job descriptions and hiring criteria
  • Work with VP and hiring managers to create specific screening questions for each position – to be used with each candidate applying for that specific position
  • Identify effective posting strategy
  • Conduct compensation research when necessary to ensure positions are competitive with market
• Assist with job posting and advertisement processes
• Source for qualified job candidates, using tools such as LinkedIn, Indeed and other relevant databases
• Collaborate with VP HR & Talent and the Marketing team to advertise priority positions on GG+A website, LinkedIn and other relevant locations
• Attend job fairs and college career fairs
• Work with VP HR to coordinate with outside staffing agencies to secure temporary employees, based on departmental need
• Review applications to identify and match applicants with job requirements
• Screen candidates
  • Thoroughly summarize screenings and send to the respective hiring manager for their review
• When applicable, administer skill and/or competency-based assessments to candidates moving into the interview process
• Initiate reference screenings using the firm’s established screening partnership
• Collaborate with VP/Hiring Manager in preparation of interview questions and other hiring and selection materials
  • This includes providing interview questions suggested by the above-mentioned assessments
• Support coordination/scheduling interviews when requested
• Collaborate with the hiring manager and/or other human resource staff during the offer process, recommending salary, start dates, and other pertinent details
• Conduct thorough background checks on candidates
• Assist VP in analyzing employment-related data and prepare required reports
• Assist VP in evaluating recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions
• With VP HR & Talent, continuously evaluate selection or testing techniques by conducting research or follow-up activities and conferring with leadership
• Participate as a member of the firm’s teams/committees as requested
• Maintain applicant files in compliance with applicable legal requirements
• Ensure compliance with federal, state, and local employment laws and regulations, and company policies
• Maintain confidentiality
• Demonstrate continued learning in the Human Resources profession
• Support other HR functions as requested including:
  • Scheduling and communicating onboarding
  • Managing the LMS system, for onboarding purposes
• Travel may be required to attend job/career fairs

Education and Experience

• Bachelor’s Degree Business, Human Resources Management or related field
  • Education may be considered in lieu of experience
• Minimum 2 years progressive human resources or recruiting experience
• Designation from SHRM or HRCI preferred
• Knowledge of various employment laws and practice – specific to recruitment
• Knowledge of Human Resources Information Systems (HRIS) or Applicant Tracking System (ATS)

Communication and Relationship Skills

• Demonstrate the mission, vision, values, and culture principles of GG+A
• Ability to establish, cultivate and nurture high value relationships across the organization
• Ability to maintain confidentiality
• Demonstrate polished professional interpersonal skills
• Ability to provide highly valued, effective candidate (client) focused service with focus on continual improvement

• Ability to write polished, professional, and effective correspondence
• Ability to effectively present information to a variety of audiences
• Ability to read, write, speak, and comprehend English fluently

Reasoning Ability

• Ability to work independently and know when to seek guidance from leadership
• Demonstrated ability to use diplomacy and tact
• Ability to identify problems and determine the best course of action for their resolution, including knowing when to communicate and engage others in the firm
• Ability to prioritize multiple projects (positions) demonstrating structured organization and astute attention to detail
• Demonstrate sound discretion, professional judgement and business ethics in decision making

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Ability to use office equipment such as computer, keyboard, mouse technology
• Repetitive motion activities such as heavy typing and using a mouse
• Ability to adjust focus quickly from one medium to another
• Attend any/all proposal meetings and in-person client meetings
• Flexible hours may be required to accommodate passive candidates (interviewing early mornings, evenings or Saturdays
• Travel (career/job fairs)
• Ability to lift 30 pounds (to carry materials to career/job fairs)
  

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