Key Responsibilities
Strategic Leadership: Develop and execute a comprehensive talent acquisition strategy that supports both immediate hiring priorities and long-term workforce planning. Establish measurable goals, evaluate performance at regular intervals, and adapt strategy based on organizational needs, labor market conditions, and evolving mission priorities.
Stakeholder Engagement: Partner with executive, program, and people leaders to understand workforce demands, shape forecasting models, and co-create hiring strategies that balance speed, quality, and mission alignment. Act as a trusted advisor to senior leadership on talent trends, diversity goals, and recruitment best practices
Drives Operational Excellence: Direct the daily operations of the Recruitment Manager, teams, setting clear expectations, coaching staff, and ensuring a seamless, high-quality candidate and new-hire experience.
Onboarding Excellence: Oversee all aspects of the preemployment onboarding process, including background checks, reference verification, and completion of newhire documentation. Ensure onboarding workflows are executed accurately and efficiently and provide direction to onboarding staff. Partner with Compliance and Training to confirm that all onboarding practices align with agency standards and regulatory requirements.
Data-Driven Insights: Establish and monitor recruitment metrics to evaluate effectiveness, identify trends, and drive continuous improvement. Present actionable insights and strategies to meet the evolving needs of the business and workforce to the CHRO and executive team.
Cross-Functional Collaboration: Collaborate closely with Training, Finance, and Program leaders to ensure workforce plans, onboarding initiatives, and budgetary frameworks are integrated and aligned with organizational growth objectives.
Compliance & Best Practices: Maintain strict adherence to all federal, state, and local employment laws, as well as accreditation standards. Stay ahead of regulatory changes and proactively evolve recruitment practices to ensure compliance and excellence.
Employer Brand & Engagement: Advance Stronger Communities NY's employment brand by amplifying its reputation as an inclusive, purpose-driven workplace. Lead creative sourcing and engagement strategies to position the organization as an employer of choice within the human services sector.
Budget Management: Develop and oversee the recruitment budgets, ensuring efficient use of resources and measurable ROI. Optimize resource allocation and ensure measurable return on investment across all sourcing channels and technology tools.
Quality & Continuous Improvement: Integrate recruitment and onboarding functions into the organization's Quality Improvement framework, ensuring operational consistency, regulatory alignment, and process excellence across all talent acquisition and newhire workflows.
What We're Looking For
We are seeking an experienced HR or talent acquisition leader with a bachelor's degree (master's preferred) and 6-10 years of progressive experience, including at least three years in management.
You should have a strong track record of leading recruitment and managing onboarding operations in a complex, multi-site environment and be ready to share the data and metrics that demonstrate your success.
Strong knowledge of employment law, HR technology systems, and workforce analytics is essential.
Exceptional communication skills and the ability to manage competing priorities in a fast-paced, mission-driven setting are required.
Equal Opportunity Employer Together for Youth is an equal opportunity employer and does not discriminate on the basis of age, race, creed, color, national origin, sexual orientation, military status, sex, pregnancy, gender identity or expression, disability, marital status, or any other basis covered by appropriate law. We are committed to fostering an inclusive, equitable, and accessible environment where diversity is valued and recognized as a source of strength and enrichment. We seek to attract talented people from a diverse range of backgrounds and cultures. As a federal contractor, Together for Youth will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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Together for Youth
$90,000.00 - $100,000.00 / yr
Feb 06, 2026