Human Resources Specialist (Recruitment)
Easterseals, Miami, FL, United States
Position Summary
The Human Resources Specialist is responsible for managing the full-cycle recruitment process to attract, assess, and hire qualified candidates who align with the organization’s talent needs and culture. This role partners closely with hiring managers and HR leadership to execute effective recruiting strategies and ensure positive candidate experience. Performing human resources related duties on a professional level working closely with the Human Resources Manager and the HR team.
Responsibilities Intake & Role Calibration
Conduct structured intake meetings with hiring managers to define:
Core job responsibilities and success metrics
Required vs. preferred qualifications
Technical skills, behavioral competencies, and cultural indicators
Compensation range and hiring timeline
Translate business needs into clear, compliant job descriptions.
Establish screening criteria and disqualification thresholds before sourcing begins.
Sourcing & Pipeline Development
Deploy multi-channel sourcing strategies:
Job boards, career site, referrals, professional networks, and direct outreach
Build diverse candidate pipelines aligned with workforce planning goals.
Track sourcing effectiveness and adjust strategy based on candidate quality and funnel performance.
Build and maintain a partnership relationship with management team and directors to determine staffing needs for their programs.
Resume, Application Screening, Interview Coordination & Support
Review resumes and applications against pre-defined role criteria, not subjective preferences.
Identify:
Relevant experience scope and progression
Required certifications, licenses, or technical skills
Employment gaps, job tenure patterns, and role alignment
Apply consistent screening standards to ensure fairness and compliance.
Design or deploy role-specific screening questions to validate:
Minimum qualifications
Availability, location, and work authorization
Compensation alignment
Conduct structured phone or video screens using standardized question sets.
Clearly communicate role scope, expectations, and hiring process to candidates.
Disposition unqualified candidates accurately in the ATS with documented rationale.
Schedule and manage multi-stage interview processes, if needed.
Brief interviewers on:
Candidate background
Evaluation criteria
Legal and compliance considerations
Collect interviewer feedback.
Selection, Offer & Pre-Employment
Partner with HR and hiring managers to finalize candidate selection.
Support offer development, compensation alignment, and negotiation.
Coordinate background checks, reference checks, and pre-employment screenings.
Ensure all pre-employment screenings are completed and tracking properly including but not limited to background and drug test clearances, employment and reference checks, educational credentials, etc.
Ensure timely communication and positive candidate experience throughout.
Schedules and conducts new employee orientation activities including compilation of new hire paperwork, and overview of timekeeping, benefits and payroll systems.
Assists in the coordination of agency benefits open enrollment for eligible employees.
Data, Compliance & Continuous Improvement
Primary administrator for maintaining the ADP recruitment database, expand the applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.
Maintain accurate ATS records for audit and reporting purposes.
Monitor recruiting metrics:
Time-to-fill
Pass-through rates at screening stages
Quality-of-hire indicators
Refine screening criteria based on post-hire performance feedback.
Ensure compliance with labor laws, equal employment, and data privacy standards.
Follows the ADP on boarding process including but not limited to verify and submit I-9 documentation in e-verify, always maintains file updated.
Completes and submits to the supervisor the vacancy/recruitment table in a timely manner.
Stays current on the agency organizational structure, personal policies, and federal laws regarding employment practices.
Builds and maintains an open line of communication with the supervisor, communicates in advance about any issues in the department or issues that will cause delays in meeting deadlines.
Must practice confidentiality, empathy, integrity, and objectivity.
Other related duties or projects assigned by supervisor to ensure the smooth running and efficiency of the department.
Support
Ensure the safety of all staff, volunteers, visitors and individuals receiving services at Easter Seals.
Act in compliance with Medical and Non-Medical Emergency Procedures.
Assist individuals in evacuating buildings during emergency situations to include but not limited to: fire drills and external disaster drills. Specific duties to be assigned by immediate supervisor.
Assume assigned responsibility for non-clinical duties during disaster and/or drills including but not limited to safety of files/office areas, closure of doors.
Perform other duties as assigned by supervisor or HR Director.
Works a flexible schedule as required.
Requirements
Bachelor’s degree required.
At least 2 years of experience working in recruitment/screening or HR Department.
Excellent interpersonal communication: listening, speaking, and writing.
Excellent decision-making and critical thinking skills.
Ability to work under pressure, maintain accuracy and meet deadlines.
Exceptional organizational skills and strong attention to detail.
Ability to work with staff, participants and the public in a professional and concerned manner.
8:30am - 5:00pm
In person
#J-18808-Ljbffr
Responsibilities Intake & Role Calibration
Conduct structured intake meetings with hiring managers to define:
Core job responsibilities and success metrics
Required vs. preferred qualifications
Technical skills, behavioral competencies, and cultural indicators
Compensation range and hiring timeline
Translate business needs into clear, compliant job descriptions.
Establish screening criteria and disqualification thresholds before sourcing begins.
Sourcing & Pipeline Development
Deploy multi-channel sourcing strategies:
Job boards, career site, referrals, professional networks, and direct outreach
Build diverse candidate pipelines aligned with workforce planning goals.
Track sourcing effectiveness and adjust strategy based on candidate quality and funnel performance.
Build and maintain a partnership relationship with management team and directors to determine staffing needs for their programs.
Resume, Application Screening, Interview Coordination & Support
Review resumes and applications against pre-defined role criteria, not subjective preferences.
Identify:
Relevant experience scope and progression
Required certifications, licenses, or technical skills
Employment gaps, job tenure patterns, and role alignment
Apply consistent screening standards to ensure fairness and compliance.
Design or deploy role-specific screening questions to validate:
Minimum qualifications
Availability, location, and work authorization
Compensation alignment
Conduct structured phone or video screens using standardized question sets.
Clearly communicate role scope, expectations, and hiring process to candidates.
Disposition unqualified candidates accurately in the ATS with documented rationale.
Schedule and manage multi-stage interview processes, if needed.
Brief interviewers on:
Candidate background
Evaluation criteria
Legal and compliance considerations
Collect interviewer feedback.
Selection, Offer & Pre-Employment
Partner with HR and hiring managers to finalize candidate selection.
Support offer development, compensation alignment, and negotiation.
Coordinate background checks, reference checks, and pre-employment screenings.
Ensure all pre-employment screenings are completed and tracking properly including but not limited to background and drug test clearances, employment and reference checks, educational credentials, etc.
Ensure timely communication and positive candidate experience throughout.
Schedules and conducts new employee orientation activities including compilation of new hire paperwork, and overview of timekeeping, benefits and payroll systems.
Assists in the coordination of agency benefits open enrollment for eligible employees.
Data, Compliance & Continuous Improvement
Primary administrator for maintaining the ADP recruitment database, expand the applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.
Maintain accurate ATS records for audit and reporting purposes.
Monitor recruiting metrics:
Time-to-fill
Pass-through rates at screening stages
Quality-of-hire indicators
Refine screening criteria based on post-hire performance feedback.
Ensure compliance with labor laws, equal employment, and data privacy standards.
Follows the ADP on boarding process including but not limited to verify and submit I-9 documentation in e-verify, always maintains file updated.
Completes and submits to the supervisor the vacancy/recruitment table in a timely manner.
Stays current on the agency organizational structure, personal policies, and federal laws regarding employment practices.
Builds and maintains an open line of communication with the supervisor, communicates in advance about any issues in the department or issues that will cause delays in meeting deadlines.
Must practice confidentiality, empathy, integrity, and objectivity.
Other related duties or projects assigned by supervisor to ensure the smooth running and efficiency of the department.
Support
Ensure the safety of all staff, volunteers, visitors and individuals receiving services at Easter Seals.
Act in compliance with Medical and Non-Medical Emergency Procedures.
Assist individuals in evacuating buildings during emergency situations to include but not limited to: fire drills and external disaster drills. Specific duties to be assigned by immediate supervisor.
Assume assigned responsibility for non-clinical duties during disaster and/or drills including but not limited to safety of files/office areas, closure of doors.
Perform other duties as assigned by supervisor or HR Director.
Works a flexible schedule as required.
Requirements
Bachelor’s degree required.
At least 2 years of experience working in recruitment/screening or HR Department.
Excellent interpersonal communication: listening, speaking, and writing.
Excellent decision-making and critical thinking skills.
Ability to work under pressure, maintain accuracy and meet deadlines.
Exceptional organizational skills and strong attention to detail.
Ability to work with staff, participants and the public in a professional and concerned manner.
8:30am - 5:00pm
In person
#J-18808-Ljbffr