• Source, screen, and qualify candidates for open roles • Coordinate interviews and manage candidate communications • Support hiring managers throughout the recruitment process • Maintain accurate and up-to-date candidate records in the ATS • Assist with offer coordination and hiring documentation • Support new hire onboarding including paperwork, system access, and coordination with internal stakeholders • Manage hiring-related documentation with a high level of confidentiality and accuracy • Maintain organized records in ATS and HR systems • Assist with compliance-related documentation and tracking

• Oversee the selection process including assessing candidates and conducting phone screens • Maintain strong client and candidate relationships and satisfaction • Update and maintain reports such as applicant tracking system data • Develop creative recruitment strategies to identify both passive and active candidates

• Partner with clients to get a clear view of their business strategy and growth objectives • Sell and deliver retained executive search assignments to both existing group clients and new clients • Prepare a project plan and detailed assignment brief for the search once the assignment has been confirmed • Utilize your expertise and market knowledge to identify ‘target companies’ and markets from which to search for prospective candidates • Project manage the research work which will result in a ‘long-list’ of potential candidates to discuss with the client • Manage the initial approach work and/or personally make approaches • Actively engage with prospective candidates to assess suitability and sell the opportunity • Conduct thorough and confidential first interviews • Present a shortlist of candidates, providing detailed interview reports for each recommended candidate • Provide ‘high touch’ management of the final stages of the selection and assessment process • Provide guidance to the client and proposed appointee on the offer terms and facilitate the negotiation process through to its completion • Follow up with the client and assist with the candidate’s transition and onboarding process • Proactive and ongoing personal network building

• 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