• The Contractor shall have knowledge of, and skill in applying, a standardized body of Human Resource rules, operations concerning position classification sufficient to • Assist Human Resource specialists by classifying a variety of lower grade-level positions by reviewing the organization structure and position description and obtaining required information from the supervisor • Assist staff who make classification determinations and employees seeking classification assistance or information • Brief employees, managers, and union officials on civilian human resources program policies, compensation, employee relations, performance management, workforce development, and work life • Calculate, enter, revise, sort, or retrieve data for standard reports • Categorize competencies in occupational families by analyzing the competency definition and the occupation functions • Conduct organizational program audits, to identify position management needs for an organization • Determine appropriate methods and interrelationships, and techniques needed to support recommendations for the classification of noncontroversial lower-grade position descriptions • Establish and maintain subject matter files and agency guidance, etc. • Evaluate applicant assessment questionnaires for adherence to the Office of Personnel Management's (OPM) best practices for assessment development • Identify classification issues and problems where the answers are not readily apparent • Identify identical additional positions • Lead meetings to provide guidance on new recruitment tools and functions • Identify the automated computer processing procedure to process HR actions and appropriate coding • Locate and retrieve generic position descriptions for specialists or supervisors from the agency automated position description library • Prepare various classification reports and studies • Provide program information • Recommend grade level for noncontroversial lower-grade assistant, pay plan, series, title, and other administrative support positions • Prepares standard justifications in support of recommended classifications • Reconcile organizational records with master personnel files • Review a variety of classification standards, relevant position descriptions found in agency web pages, or automated HR system to determine and recommend the appropriate grade level, series, and title of administrative support positions and other assistant • Review the appropriate positions classification standards and information about the organization • Verify job content in establishing identical additional positions • Obtains automated positions descriptions from files or from the agency computer database; maintains files

**The Role:**As our **Recruitment Intern**, you'll be responsible for supporting our fast-growing recruitment team. This internship offers hands-on experience in recruitment operations, sourcing, and candidate management. You will gain exposure to end-to-end recruitment processes and will play a vital role in ensuring smooth operations across the team. **What You’ll Do:** - Assist recruiters in sourcing candidates through job boards, social media, and internal databases. - Screen candidate applications and resumes for initial qualification. - Support in coordinating interviews and assessments between candidates and recruiters. - Update and maintain candidate records in the ATS (Workable). - Assist in preparing weekly reports on candidate pipelines and recruitment activities. - Conduct market research on candidate pools and competitor hiring trends. - Provide ad-hoc administrative and operational support to the recruitment team. - Shadow recruiters to learn full-cycle recruitment best practices.

• Lead full-cycle recruiting across tech and non-tech roles, from intake to close, including sourcing, screening, coordinating, and candidate communication. • Serve as a consultative partner to hiring managers. Help them scope roles, align interview panels, and identify opportunities to improve the candidate funnel. • Source and engage top-tier passive talent through creative outreach and storytelling. Deliver ≥50% self-sourced pipeline on priority roles. • Help standardize recruiting processes with interview kickoffs, debriefs, feedback loops, and improve them over time based on what’s working and what’s not. • Deliver a candidate experience that reflects Lumos’ culture: thoughtful, respectful, human, and warm — even for candidates we don’t hire. • Embed equity into sourcing, screening, and interviewing processes. Source from diverse communities and advocate for structured, fair evaluation practices.

• Support high school guidance counsellors and Independent Educational Consultants (IEC) • Liaise and build relationships with prospective students and their families • Plan and execute recruitment and outreach events for students, their parents and counsellors • Advise and assist UBC in identifying opportunities to increase brand awareness, market visibility and raising awareness about studying in Canada at UBC • Assist UBC in the provision of effective advisory services by phone, email, virtual platforms, and in person to prospective students, parents and counsellors