The future will be made from metal. From global infrastructure projects to smart energy initiatives, metal is the essential material for building a more sustainable society. Joseph T. Ryerson & Son, Inc., a leader in the global metals supply chain for 180 years, is at the center of it all, helping close the gap between metal producers’ supply and end-users’ demand.

Here is your chance to help tell the next chapter in our story. We are currently seeking a Talent Acquisition Manager to contribute as an essential member within the Human Resource team in Chicago, IL.

Reporting to the Director of Corporate HR, the successful candidate will be responsible for setting the overarching talent acquisition (TA) and pipeline strategy for Ryerson North America, ensuring alignment of TA strategies to overall organizational hiring needs. This is a human resources leadership role that involves influencing the efforts of regional HR partners to support and achieve hiring demands across all office and operations roles.

The position will develop and manage TA processes, posting, sourcing and pipelining resources, track and evaluate metrics and staffing KPIs (cost per hire, time to fill, quality of hire, etc.), and ensure TA success by managing continuous improvement activities. This role will also monitor effectiveness, anticipate emerging needs, establish and maintain key relationships, and ensure a positive and consistent candidate experience. The TA Manager is responsible for identifying and implementing resources, processes and tools in the area of TA across all U.S. locations in conjunction with our Talent Management Office (TMO). You will have the opportunity to make your mark on the organization with a comprehensive talent strategy leveraging creative solutions you will develop to attract top talent to Ryerson.

Roles and Responsibilities:

• Partners with regional HR and hiring leaders on all aspects of the recruiting process including development of pipelines of talent, sourcing strategy and full-life cycle process/service level agreement standardization and design (including requisition approval, interview and offer processes).
• Optimizes current recruiting processes and builds new ones from the ground up, with a special emphasis on metrics, sourcing channels, employer branding, and candidate experience.
• Leads, plans, organizes, implements and evaluates talent acquisition strategies ensuring alignment with business strategy.
• Develops progressive strategies for sourcing candidates. Plays an active role, as needed, in passive candidate recruiting for open positions and ensures talent pipeline for high priority roles is suitable for talent needs aligned with strategic plan of the business.
• Partners closely with business leaders to determine ‘big picture’ future talent needs and trends, in addition to appropriate sourcing strategies. Makes recommendations to the Regional HR Directors and Corporate HR Manager on ways to improve staffing productivity and hiring quality.
• Responsible for coaching business leaders around talent acquisition hiring practices; ensures hiring teams are trained on interview skills, utilizing phone screen and interview guides and service level agreement commitments.
• Creates and champions company’s recruitment branding strategy, in partnership with Marketing team, to effectively attract top talent. Collaborates with regional HR on appropriate social media practices to attract candidates and ensure talent brand is well-represented in the increasingly competitive talent market.
• Evaluates present candidate-facing communications and determines effectiveness utilizing tools like click through rates, number of views and number of applications. Partners with Communications Specialist as needed to develop new communications materials.
• Analyzes data analytics, benchmarking insights, and trends to ensure service level agreements are achieved; partners with regional HR to ensure strategies are in place to achieve hiring in hard to staff locations. Evaluates sources for effectiveness against metrics, identifies, vets and engages new sources continuously.
• Develops, tracks and maintains metrics on recruiting activity and establishes a reporting process to measure and manage progress so the organization remains on track to meet or exceed KPIs.
• Influences participation in external job fairs and other candidate functions. Oversees national relationships and negotiates national contract terms with staffing and software vendors.
• Simplifies, refines, and documents best practices across our entire suite of technology to promote a world class recruiting experience.
• Acts as super user for applicant tracking system and other technology, ensuring overall processes and candidate/manager communication align with Ryerson brand best practices and maximize operational excellence. Responsible for system enhancements and implementing emerging technology including job distribution and programmatic advertising tools.
• Partners with Corporate HR team to ensure Affirmative Action plans are robust and develops strategies to recruit diverse talent.
• Manages Circa OFFCP compliance tool and relationship.
• Leads or participates in cross-departmental special projects and initiatives related to TA.
• Performs other duties as assigned.

Compensation Range: $100,000 - $126,000

Position Requirements:
• Bachelor’s degree required. Degree in Human Resources or related field preferred.

• 5+ years overall recruiting experience with a strong track record to act at both the strategic and tactical levels in a fast-paced environment.
• Prior experience developing comprehensive recruiting strategies and developing marketing collateral.
• Significant experience in building out data-driven plans to support growth.
• Experience questioning the norm in a savvy fashion and driving breakthrough solutions.
• Project management skills and ability to manage to project plans.
• Demonstrated experience actively serving as a strategic business partner to drive recruiting success.
• Strong operational experience and business acumen incorporating accurate reporting, data analysis, and synthesis to drive effective recruitment strategies, forecast with clarity and achieve quarterly hiring goals.
• Results driven with a proven ability to influence and persuade while presenting data to key leaders, establishing credibility and building trust within the organization.
• Able to come up with creative solutions keeping in mind business constraints. Sound problem solving, decision making and policy interpretation skills.
• Experience working with recruiting tools and systems, including applicant tracking systems, internet sourcing tools, and spreadsheets.
• Knowledge of legal compliance requirements and employment laws. Prior experience working under an Affirmative Action Plan preferred.