-Responsible for managing candidates throughout the full recruiting life cycle, including but not limited to: sourcing, screening, interviewing, referrals, counseling, negotiating, offering, and marketing the firm’s attributes-Creates and executes a recruitment plan for various roles from entry to executive level-Works with the HR Business Partner(s) and/or business unit hiring managers to clarify job specifications and recruitments to fill current and future hiring needs and modify job descriptions as appropriate-Creates key measures of success and provide regular reporting and analysis of recruiting effort-Provides monthly recruiting metrics for internal and external client reporting

-Lead, coach and mentor team members on talent acquisition processes and best practices-Conduct regular meetings with Talent Acquisition team and establish the team’s day-to-day priorities to align with management goals and expectation-Serve as front line escalation for issues/questions from employees, leaders, employee relations, etc.; escalate to management as appropriate-Manage talent acquisition plan for all internal clients and meet regularly with executives and hiring leaders to determine requisition priority and plan alignment with organizational need. Obtain leadership buy-in on Talent Acquisition strategic efforts-Manage relationship with approved recruitment outsourcing firm, staffing agencies and search firms on hiring leader satisfaction, candidate quality, outsourcing needs and completion of full-cycle talent acquisition as needed-Consult with various levels of leaders to connect the turnover and retention of their existing workforce to assist with forecasting future hiring needs. Educate and prepare leaders for submitting headcount request to Workforce Staffing -Maintain a holistic understanding of Talent Acquisition reports and partner with leaders to ensure data is available to provide insight into their hiring

-Manages the full cycle recruiting process for assigned client groups and/or positions: US locations & Canada-Recruitment areas: Integrated Facilities Management, Property Management, Accounting, Program Management; ranging from Entry Level to Senior Management -Refers viable candidates to hiring managers; makes recommendations regarding hiring of candidates-Collaborates with supervisor and hiring managers on developing recruiting strategies and process improvement measures-Partners with the Director of Diversity and Inclusion to develop and execute diversity hiring initiatives-Identifies opportunities for improving candidate experience and scheduling efficiency-Initiates new hire process and assists with first day on-boarding-Team of 2, covering account based hires

-Schedules applicants for phone, video, and in person interviews; arranges approved candidate travel-Greets candidates and coordinates with Recruiter and Hines hiring managers-Prepares general candidate correspondence and tracks pertinent data in the ATS (i.e. scheduling details, advertising costs, when decline letters are issued, open position reports, etc.)-Responds to recruiting inquiries from vendors, applicants, and other groups-Coordinates meeting requests for Recruiter and Hines hiring managers-Identifies opportunities for improving candidate experience and scheduling efficiency-Initiates new hire process and assists with first day onboarding

Duties and responsibilities include responding to customer requests and questions regarding service, products and account information and issues. Analyzing and resolving customer concerns using established procedures. Supporting the sales efforts and overall promotion of Hines Real Estate Investments. Handling incoming phone calls from brokers and shareowners using multiple systems to answer operational questions and issues, while maintaining and supporting back office employees and custodial relationships with selected dealers and custodians. Client Relation Consultants serve as the point of contact for operational issues, commission issues, account registration procedures, tax questions, and account updates.

-Identify business needs from a resourcing perspective through working closely with clients, finding and attracting the right candidates, as well as developing professional relationships with candidates and clients. -Responsible for meeting individual placement objectives by sourcing, assessing and negotiating offers. This process consists of 1.Planning and implementing recruitment strategies that fit the job requisition. 2. Sourcing diverse candidates that are talented and qualified in their skills and can correctly apply the skills of the position. 3. Successfully screen candidates to meet clients need in the interview process. 4. Effectively negotiate offers to selected candidates. 5. Work with HR Coordinators to submit candidate information in a timely manner. 6. Ensure a positive experience throughout the hiring process to both clients and candidates.