Why should you join Upbring?
Why work at Upbring? It’s quite simple – when you go to work surrounded by people just as passionate as you, it doesn’t feel like work.
At Upbring, we’re changemakers determined to create a world where all children are loved, protected and cherished. Inspired by faith, we are both warriors and servants for children and families. We’ve been helping children thrive for more than 135 years, and we’re not stopping. Our mission is to break the cycle of child abuse by empowering children, families and communities. And as we accomplish this mission, we have an opportunity to shape not only the way we deliver our programs and services but the way Texas treats children.
The children we serve have dreams, talent and so much potential – but they need dedicated, skillful and compassionate individuals to help them succeed. Our employees are champions for Texas children who give their all to create brighter futures. When you work at Upbring, you’re not just collecting a paycheck; you’re playing a key role in breaking the cycle of child abuse. To find out more, please visit us online at www.upbring.org.
As a member of the Human Resources department, the Talent Acquisition Manager is responsible for design, implementation, management and evaluation of Upbring’s recruiting methodology. Strategic partner, providing consultative approach to recruiting efforts, building a talent pipeline of top talent and analyzing data to establish goals and objectives that align with Agency’s strategy. The Strategic Talent Manager creates and deploys talent acquisition strategies to strengthen the Agency’s capabilities to ensure it has the talent to meet current and future business needs. Position promotes Agency-wide recruitment, selection and retention efforts that align with the mission, vision, core values and goals of the Agency. Position ensures the development and effective administration of Affirmative Action Plans, EEOC, OFCCP and other employment related compliance programs.
PHYSICAL DEMANDS & WORK CONDITIONS
This position is eligible for promotion/transfer if appropriate position is available, the employee meets minimum qualifications, the promotion/transfer eligibility guidelines are met, and the employee is not on a Performance Improvement Plan (PIP).