CBORD and Horizon are the world’s leading providers of integrated technology solutions powering housing, access, foodservice, nutrition, eCommerce, and card systems for K-12 and higher education, acute care, senior living, and business campuses. Our success and growth is directly attributed to our DREAMteam. Our culture is built on integrity, respect for our people, and continuous personal development. We maintain an entrepreneurial spirit, where creativity, innovative problem solving, and learning agility drive our day-to-day actions.
DREAMteam (how we refer to all of us)
You’re engaged and self-motivated. You think like an entrepreneur, constantly driving improvement and innovation. You act as a change agent. You’re a team player contributing to a collaborative and diverse work environment. We question the status quo and so should you. You are accountable and focused and take smart risks. You’re an extension of our talent acquisition team – always scouting top talent to join our team.
The Director, Talent Acquisition will be a working leadership position leading the TA team and ensuring the hiring engine delivers talent needed on time, efficiently, and effectively. Responsible for developing strategies to include, sourcing and pipelining, TA KPI’s/metrics, TA supporting infrastructure, and TA operational processes that drive the effective and efficient execution of the Company’s talent sourcing, selection, and onboarding.
What You’ll be Doing
Design, implement, execute, and measure an effective talent acquisition strategy and model that is aligned with our business strategy, culture, and talent needs.
Partner with People Managers and Senior Leaders to develop and deliver talent pipelines to fill volume, executive and specialist roles – improving time to hire and cost per hire. Will have personal ownership and involvement in key leader hires in partnership with the Senior Leadership Team
As a hands-on position, you will actively participate in the sourcing and interviewing of candidates.
Drive DEI recruitment strategy. Build and manage DEI partnerships in local communities.
Ensure compelling talent attraction and selection methods leveraging our brand positively through all resourcing activity and channels (including platforms like Glassdoor and Comparably) improving candidate awareness
Provide accurate reporting to demonstrate productivity and progress. Build capabilities such as predictive data analytics to inform decision making around forecasting talent requirements and success/ROI on candidate sourcing strategies
Inform leadership on strategic and emerging staffing trends to enable proactive plans to acquire talent.
Review and analyze relevant data and trends (including assessment of talent/diversity gaps) to provide insights.
Lead the implementation of a hiring plan for the organization; addressing short-term and long-term talent needs.
What You’ll Bring to the Table
5+ years of experience as a highly experienced talent acquisition leader with solid business acumen, delivery, budgeting, operational leadership, and a sophisticated approach to talent acquisition.
Understanding of what’s important to the business and hiring leaders (e.g., time to hire, location, budget), as well as long-term business requirements. You use that knowledge to lead the development of staffing processes and strategies and guide the development of end-to-end hiring plans for a department.
Must be a hands-on leader with a participative operating approach.
Must enjoy operating in a high-performing, results-oriented environment.
Must possess the communication ability to develop, to share a vision, and execute a comprehensive human capital strategy across the Company.
Experience leading organizational alignment/change, talent upgrades, and employee engagement improvement initiatives.
Ability to influence others at all levels of the organization.
A proactive, collaborative, and supportive management style that focuses on the development and empowerment of team members at all levels. A team player attitude, with no ego, and approachable style.
Highly collaborative; aligns effectively with teams across the company to deliver results while maximizing the success of all contributors.
A Bachelor’s degree with experience with software companies preferred.
Who You’ll Work With
VP, Human Resources, HR and TA Teams
Senior Leadership and their teams across functions, and key stakeholders.
Why be a part of the DREAMteam (DREAMperks)
Stay Healthy
Eligible team members have access to a robust health insurance plan on their first day of employment.
To encourage, motivate and challenge team members to take an active interest in their health and well-being, the Company provides a Wellness Benefit of $200 for the calendar year.
Access to an Employee Assistance Program
Enjoy Time-Off
Eligible team members are granted with the following paid time off annually:
Vacation: 15 vacation days; pro-rated during the first year
Holidays: 10 paid holidays each year
Sick Time: 5 sick days; pro-rated during the first year
Personal days: 3 personal days; pro-rated during the first year
Plan for the Future
Employer paid Life Insurance / AD&D / Short-Term Disability Insurance
Voluntary Long-Term Disability Insurance / Term Life Insurance / AD&D
Access to FSA Plans & Commuter Benefit Plans
401(k) Savings Plan where the Company matches team member contributions $0.50 for every dollar saved up to 8% of pay with immediate vesting
Access to the Roper Employee Stock Purchase Plan
Paid Parental Leave Program
Make an Impact
DREAMcares (The Company’s outreach initiative to support our extended community).
Eligible employees will have access to 3 paid days off annually to serve at a qualified and approved organization.
This description is intended to be generic in nature. It is not intended to determine all specific duties and responsibilities of any particular position.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor 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)
