The mission of Indigenized Energy is to pursue tribal energy sovereignty through trusting partnerships and innovative programs that grow our collective capacity to unleash the power of renewable energy. With shared values, we work side by-side with tribes to help them pursue energy sovereignty based on their unique conditions, and develop their capabilities to plan, develop, and manage resilient and sustainable energy systems.
Indigenized Energy (IE), fiscally sponsored by Mission Edge San Diego, is a pioneering non-profit organization dedicated to empowering tribal communities through sustainable and renewable energy initiatives. Our work, rooted in the principles of energy sovereignty and environmental stewardship, has been recognized and supported by prominent foundations such as the MacArthur Foundation, EnergyFoundation, and Builders Initiative.
Job Summary The Talent Acquisition Manager is responsible for sourcing, attracting, interviewing, hiring, and onboarding employees. This role is the primary point of contact for Indigenized Energy manager’s talent- related needs. Additionally, the Talent Acquisition Manager will develop and implement initiatives to enhance employee engagement, satisfaction, and retention. They will factor in the long-term goals of an organization and acknowledge that people play a vital role in Indigenized Energy’s future successes. Additionally, the Talent Acquisition Manager develops and implements strategies, procedures, partnerships and relationships to attract and retain talent, supporting the entire employee lifecycle within the company.
Areas of Responsibilities Talent Acquisition
Oversee the entire recruitment process, including job postings, sourcing, screening, interviewing, and selection.
Develop and implement innovative strategies to attract diverse and high-caliber candidates.
Utilize various sourcing methods, including social media, job boards, colleges, recruitment agencies, internal candidate pools, references, and networking, to build a robust talent pipeline.
Consult with internal IE leaders, hiring managers and human resources team on position descriptions, requisition creation, compensation and sourcing strategies.
Collaborate with hiring managers, leaders, and HR to understand current and future business and hiring needs, providing expert guidance on recruitment best practices.
Continuously develop networks/partnerships to actively build a database/pipeline of candidates and the ATS company brand.
Ensure job descriptions appear to accurately capture the duties and responsibilities of the positions (required skills and qualifications, physical requirements, working conditions, statement on EEO, FLSA Status, and supervisory responsibilities are consistently incorporated into the descriptions).
Collaborate with Mission Edge HR on compensation matters such as compensation analysis, ensuring the DOL compliance, ensure candidates are being offered competitive rates; assist with merit increases as needed.
Research, identify, and implement future talent acquisition and HR technology such as Applicant Tracking Systems and Human Resources Information Systems.
Collaborate finalizing the ATS integration with the payroll and the background check companies
Maintain and enhance the applicant tracking system (ATS) to ensure a seamless and efficient recruitment process and consistency within the employer branding.
Track and analyze recruitment metrics to measure effectiveness and identify areas for improvement.
Communicate with internal and external managers and employees regularly to promote company IE’s employee referral program and internal opportunities.
Employee Engagement
Enhance and manage a comprehensive onboarding program to ensure new hires are effectively integrated into the company culture and processes.
Conduct new employee onboarding HR, Culture & Values section, ensuring process is engaging.
Coordinate the onboarding and follow up with new employees during pre-determined check- ups during their first 3 months with the company.
Develop and implement initiatives to boost employee engagement, satisfaction, and retention.
Conduct regular employee surveys and feedback sessions to gather insights and drive continuous improvement in the employee experience.
Collaborate with leadership to develop and promote programs that support employee well-being and work-life balance.
Coordinate and manage employee recognition programs.
Foster a positive and inclusive workplace culture through various engagement activities and events.
Higher education (two- or four-year college degree) or equivalent work experience is desired, but not required.
5+ years of human resources, talent acquisition and interviewing experience preferred.
Strong understanding of staffing principles, laws, and procedures and a solid working knowledge of recruitment/employment programs.
Demonstrated knowledge of various recruiting techniques, and experience in online/social media recruiting.
Ideal candidates will have experience and/or exposure in the assigned area of responsibility.
Proven ability to communicate and effectively “sell” an organization’s value proposition.
Must possess excellent oral/written communication, marketing, presentation, interviewing and interpersonal skills.
Strong computer skills, including Microsoft Office (Word, Excel, Outlook), Google Suite, internet, HRIS systems, and Applicant Tracking Systems.
Strong customer service, negotiation skills and ability to interact with employees at all levels throughout the company.
Demonstrated ability to develop and implement employee engagement and retention strategies.
Self-starter with excellent time management, multitasking and organizational skills.
Strong work ethic and sense of integrity, trustworthiness and ability to maintain a high level of confidentiality.
Creative in brainstorming and proposing new ideas and solutions to existing problems.
Willing and able to travel occasionally, including overnight travel.
Enthusiastic team player who understands the dynamic of working in a matrixed organization
Outgoing with ability to provide excellent customer service to staff and external partners
Excellent critical thinker and problem solver; able to make solid judgments and decisions
Exhibits Indigenized Energy’s core values
The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position.
We believe social change happens at the edge of progress, by those willing to do more and settle less.
Mission-driven organizations dedicate every resource to making change happen. Whether for-profit or non profit, they need to be sustainable and scalable in order to create substantial change.
In order to support that change, we’ve learned there are four ways of increasing impact capacity:
Great Model - SAIL, Compass, Fiscal Sponsorship
Good Numbers - Accounting, CFO Services
Great People - HR Support, Org Development, Executive Search, CSR programs
Access to Capital - Seed The Future Impact Fund, Funder Connections, Grant Writing Support
Through these four ways, we help mission-driven organizations leading social change build capacity for impact, creating substantial, sustainable, scalable change. It’s what we do every day.