Description of Duties:

The Strategic Recruiter serves as a talent acquisition partner within the Georgia Department of Transportation's Office of Human Resources. This position develops and executes innovative recruitment strategies to attract, engage, and hire top talent while supporting the Department's long-term workforce objectives.

Working closely with hiring managers, the Strategic Recruiter identifies workforce needs, develops recruitment plans, and builds sustainable talent pipelines for current and future hiring needs. The position uses workforce data and recruitment metrics to prioritize hiring efforts, evaluate recruitment effectiveness, and recommend continuous process improvements.

The Strategic Recruiter is responsible for identifying creative sourcing strategies beyond traditional recruitment methods by leveraging professional networks, educational partnerships, community organizations, digital platforms, and emerging recruitment technologies. This position also oversees the Department's Internship Program, including recruitment, university partnerships, program administration, and performance measurement.

The Strategic Recruiter collaborates with hiring managers, Workforce Planning, Talent Acquisition, and other stakeholders to deliver an exceptional candidate experience while ensuring compliance with applicable employment laws, State Personnel Board Rules, and departmental policies.

Key Responsibilities:

• Partner with hiring managers to understand workforce needs, define candidate success profiles, and develop strategic recruitment plans.
• Develop and execute innovative sourcing strategies to attract qualified candidates through networking, partnerships, digital platforms, professional organizations, educational institutions, and other non-traditional recruiting channels.
• Build, maintain, and engage talent pipelines for critical and hard-to-fill positions through ongoing candidate relationship management and targeted engagement initiatives.
• Monitor recruitment metrics and workforce data to evaluate sourcing effectiveness, identify hiring trends, and recommend process improvements.
• Develop recruitment marketing initiatives and employer branding strategies that increase awareness of GDOT career opportunities.
• Represent GDOT at career fairs, networking events, colleges and universities, industry conferences, and community outreach activities.
• Coordinate and administer the Department's Internship Program, including recruitment, program administration, university partnerships, and performance measurement.
• Research emerging recruitment trends, sourcing technologies, and best practices to continuously improve talent acquisition strategies.
• Collaborate with Workforce Planning, Talent Acquisition, and departmental leadership to support strategic workforce initiatives.
• Ensure compliance with employment laws, State Personnel Board Rules, and departmental policies while providing exceptional customer service throughout the recruitment process.

MINIMUM QUALIFICATIONS

The selected candidate must meet the advertised minimum qualifications to include State Entry Qualifications as well as Agency Specific Minimum Qualifications

STATE ENTRY QUALIFICATIONS:

High school diploma/GED and three (3) years of job-related experience in human resources; or one (1) year of experience required at the lower level (HRP021- HR Spec 2) or position equivalent.

Note:

An equivalent combination of knowledge, education, job or intern experience, training, or certifications that provides the necessary knowledge and skills to successfully perform the job at the level listed may be substituted year-over-year.

AGENCY MINIMUM QUALIFICATIONS:

• Bachelor's degree from an accredited college or university in Human Resources, Business Administration, Public Administration, Communications, Marketing, Psychology, or a related field.
• Two (2) years of professional experience in recruitment, talent acquisition, staffing, workforce planning support, employment services, or a closely related human resources function.
• Experience recruiting for multiple positions simultaneously while managing competing priorities and deadlines.
• Experience establishing productive working relationships with hiring managers, applicants, and other stakeholders.
• Experience using applicant tracking systems, HR information systems, Microsoft Excel, and Microsoft Office applications.
• Experience analyzing recruitment information and preparing reports using recruiting metrics or other workforce data.
• Excellent written and verbal communication skills.
• Demonstrated ability to organize work, manage multiple priorities, and provide exceptional customer service.
• Experience developing sourcing strategies that utilize multiple recruitment channels to attract qualified candidates.

AGENCY PREFERRED QUALIFICATIONS:

• Three (3) or more years of experience in full-cycle recruitment or talent acquisition.
• Experience developing proactive sourcing strategies for difficult-to-fill or specialized positions.
• Experience building and maintaining candidate talent pipelines through relationship management and ongoing engagement.
• Experience planning or facilitating recruitment events, networking events, career fairs, or candidate engagement activities.
• Experience coordinating internship, college recruiting, apprenticeship, or early career talent programs.
• Experience creating recruitment dashboards, tracking performance measures, or preparing workforce analytics reports.
• Experience recruiting within state government, local government, transportation, engineering, construction, or other public sector environments.
• Experience using LinkedIn Recruiter or similar candidate sourcing platforms.
• Professional certification such as SHRM-CP, PHR, AIRS Certified Recruiter, or LinkedIn Recruiter Certification.

IMPORTANT INFORMATION FOR ALL GDOT JOBS

The interview is just one part of the overall selection process and is not the only criteria used to make the final selection. In addition to the interview, the final selection is based on the applicant’s work history and performance (documented in HR and/or Office files), PeopleSoft/employee status (i.e. rehire code), employee performance reviews, personnel file review (HR & Office Files), criminal background check, employment reference checks (including references and commendations from Managers and other relevant documentation) and, for supervisory positions, demonstrated leadership skills based on past and current work history will be considered.

Good Employment Standing:

In accordance with the Interview and Selection Process (ISP), an applicant must have no active disciplinary actions to be in good employment standing. Actions that may disqualify an applicant include letters of reprimand (active for 12 months after issuance date); suspension without pay or disciplinary demotion (active for 12 months from the effective date); Performance Improvement Plans (PIP) and Leave Restriction Plans (active until 12 months after the date of conclusion). In addition, an employee must have an overall ePerformance rating score of three (3) or higher on their most current evaluation. Please note that Memorandums of Concern are not considered disqualifying factors. Human Resources may remove any employee from consideration for selection who is pending a disciplinary action; however, if the action is resolved in the employee’s favor, he or she will be allowed to compete.

THIS IS AN INTERNAL AND EXTERNAL JOB ANNOUNCEMENT.

THIS POSITION MAY BE FILLED AT A LOWER OR HIGHER LEVEL.

THIS IS AN UNCLASSIFIED POSITION.

THE SELECTED APPLICANT FOR THE POSITION WILL BE SUBJECT TO A REFERENCE CHECK AND CRIMINAL BACKGROUND CHECK, WHERE APPLICABLE

PLEASE INCLUDE ALL RELEVANT JOB INFORMATION ON THE APPLICATION FOR

CONSIDERATION. ALL APPLICATIONS WILL BE PRESCREENED.

UPON PROMOTION, THE SELECTED CANDIDATE WILL RECEIVE 10% or THE GDOT JOB SPECIFIC MINIMUM SALARY, WHICHEVER IS GREATER.

GDOT IS AN EQUAL OPPORTUNITY EMPLOYER