Talent Acquisition Consultant

Hiring Department: Office of Human Resources

Reports To: Director of Compensation and Talent Strategy

Job Location: On-Site, El Paso, TX

Posting End Date: Open until filled. This posting may close once a sufficient number of qualified applications
have been received.

Hours:  40 hours per week, standard Monday- Friday 8:00am- 5:00pm

FLSA
status: Exempt

Earliest Start Date: As soon as possible.

Salary: $50,000 annually

Required Application Materials:

• Resume
• List of three references

The Talent Acquisition Consultant serves as a
strategic partner within the Human Resources department, focusing on guiding and supporting all aspects of the recruitment life cycle. This
role is responsible for tailor recruiting and skilling strategies that challenge high turnover, skills shortages, workforce productivity,
and varied learning needs.

Collaborate closely with hiring managers to understand their workforce planning needs, identify position
requirements, and align recruitment strategies with departmental and institutional goals. Assist in requisition development, sourcing
strategy design, candidate pipeline management, and interview process coordination to ensure an efficient, equitable, and compliant hiring
experience.

Through consultation, best-practice guidance, and hands-on operational support, Talent Acquisition helps departments
attract, evaluate, and hire high-quality candidates while promoting a consistent and positive experience for applicants and hiring teams
across the university

Statement of Duties and Responsibilities:

Consultation – 40%

Lead strategic hiring manager meetings by translating departmental goals into hiring plans,
operational objectives, addressing recruitment challenges. 

Advise hiring managers on workforce planning to include internal
mobility, and succession pipelines.

Develop recruitment strategies by conducting strong intake and strategy meetings to align with
competencies, hiring timelines, and market realities.

Develop and share talent acquisition reports – analyze internal and external
workforce data to provide insights for strategic hiring decisions. Understanding current talent, identifying future skills needs. 

Optimize recruitment, development and retention strategies by utilizing dashboards to support leadership decisions.

Provide
expert guidance on job design, leveling, compensation trends, and competitive insights.

Manage end-to-end recruitment for assigned
roles, ensuring an efficient, equitable, and high-quality selection process.

Manage expectations through regular updates,
data-driven insights, and clear communication on recruiting progress.

Provide advice to hiring managers on behavioral and competency
based interviewing strategies that align to job requirements. 

Provide guidance with capacity-building sessions in developing
trust and credibility for hiring managers. 

Collaborate with HR leadership to identify departmental needs and recommend
strategies for organizational development and workforce planning. 

Candidate Sourcing 20%

Build and
maintain multi-channel recruitment strategies – networking, digital outreach, such as (LinkedIn, job boards, referrals, social media, niche
sites)

Track, analyze, and present recruiting data such as time-to-fill, source effectiveness, and candidate experience metrics.

Conduct market research, talent mapping, and competitive analysis to identify high-value candidate pools.

Maintain a strong
presence on professional networking platforms to boost visibility and engagement.

Candidate Experience 20%

Serve as an advocate for employee value proposition by incorporating a unique candidate/employee experience, ensuring timely
communication, transparency, and empathy throughout every stage of the hiring lifecycle. 

Design and execute personalized
candidate journeys for high-impact roles, including pre-interview preparation and post-interview engagement. 

Monitor candidate
feedback (ex: net promoter surveys, satisfaction surveys) and implement improvements to reduce friction and promote a positive hiring
experience. 

Implement service level agreements-based communications (acknowledgement, status updates, feedback timelines) for
hiring officials (may also include candidates).

Partner with Marketing/Comms for JD optimization and inclusive job ads (plain
language, salary transparency where possible).

Provide advice and guidance to hiring managers on a positive and consistent candidate
engagement best practice experience.

Collaborate with hiring managers, candidates, employees in managing expectations while
upholding employer brand standards. 

Coach hiring managers on defining success profiles and conducting objective interviews.

Process Improvement – 15%

Assist in developing competency frameworks per positions. 

Trains
hiring managers on structured interviewing practices by incorporating consistency

Assist in the development and facilitation of
training programs in performance management, employee recognition, and supervisory skills in conflict resolution. 

Identify
friction points using data and stakeholder feedback; redesign processes to improve efficiency, consistency, and fairness.

Evaluate
and streamline high-volume, specialized, or hard-to-fill pipelines with custom workflows

Develop dashboards for TA metrics including
time-to-fill, time-in-stage, funnel conversion rates, drop-off reasons, process SLA adherence, and quality-of-hire indicators

Compliance- 5% 

Provide guidance to hiring managers on employment laws, EEO guidelines, and recruitment
compliance. 

Assist in ensuring consistent hiring practices across departments. 

Maintain documentation and
compliant hiring records

Complies with all State and University policies.

Other duties may be assigned.

Supervisory Responsibilities: Carries out supervisory responsibilities in accordance with the
organization’s policies and applicable laws.

To
perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are
representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with
disabilities to perform the essential functions.

Required Qualifications:

Education:
Bachelor’s degree in human resources, Business Administration, Organizational Development, or related field.

and

Experience: Two (2) years of experience in Talent Acquisition, HR consulting, full-cycle
recruiting. 

Experience in supporting multiple departments or hiring managers in a consultative capacity. 

Strong
interpersonal communication and conflict resolution skills. 

Experience in applying employment laws, EEO guidelines, and
recruitment compliance practices. 

Preferred Qualifications:

Experience working in a higher
education environment, fast paced environment

Experience in consultative and stakeholder management skills

 Key Competencies

Strategic Talent Advising – consults leaders, recommends hiring strategies, and influences decisions.

Business
knowledge – understands organizational goals and aligns recruiting efforts with business needs.

Candidate Experience Excellence –
creates a welcoming, transparent, and effective hiring journey.

Employer Brand Advocacy – communicates the employee experience with
authenticity, commitment and purpose.

Talent Sourcing Strategy – builds strong pipelines and leverages digital tools creatively.

Stakeholder Influence – skilled at guiding hiring managers toward data-informed decisions. Build trust and 

Communication- articulates complex information clearly to candidates and leaders.

Data-Driven Thinking – uses insights to improve
processes and outcomes.

Ethical Judgment & Compliance – upholds fairness, equity, and legal requirements.

The University of Texas at El Paso
(UTEP) is a comprehensive public research university that is increasing access to excellent higher education. We advance discovery of
public value and positively impact the health, culture, education, and economy of the community we serve.

UTEP is America’s leading
Hispanic-serving university. Located at the westernmost tip of Texas, where three states and two countries converge along the Rio Grande,
84% of our 26,000 students are Hispanic, and half are the first in their families to go to college. UTEP offers 170 bachelor’s, master’s and
doctoral degree programs at the only open-access, top-tier research university in America.

This is an especially exciting time to
join UTEP as it advances the goals of its 2030 Strategic Plan. Built around the institution’s core strengths-its location, its
people, its supportive culture, and its community partnerships-the plan lays out a bold vision for the next decade, aimed at maximizing the
University’s regional impact and national stature.

About the Office of Human Resources

UTEP’s Office of
Human Resources supports the university’s mission by recruiting talented individuals, fostering professional growth, and promoting a culture
of service, integrity, and respect. The department is committed to providing exceptional service to applicants, employees, and campus
partners, working collaboratively to attract, develop, and retain a skilled workforce dedicated to student success and institutional
excellence.

The Talent Acquisition Consultant provides professional consultation and operational support for full-cycle recruitment
activities in accordance with University of Texas System policies and applicable employment regulations. This position partners with hiring
managers and departmental leadership to develop and implement effective recruitment strategies aligned with workforce planning needs and
institutional objectives.

Responsible for managing recruitment processes from requisition development through candidate selection,
the Talent Acquisition Consultant ensures timely, equitable, and compliant hiring practices. The role utilizes data-informed insights and
industry best practices to support talent acquisition efforts, enhance candidate outreach, and improve recruitment outcomes. This position
contributes to a consistent and positive experience for applicants and hiring departments while supporting the university’s ability to
attract, evaluate, and hire qualified candidates.

What UTEP Offers:

• Benefit Package includes: Medical, Prescription, Life Insurance and Wellness
  platform
• Voluntary Benefits: Dental, Vision, Additional life insurance, UT Flex, Short and Long – term disability plans
• Retirement Programs
• Longevity Pay
• Paid Vacation & Sick Leave
• Paid Holidays
• Employee
  Discounts & Perks
• Employee Education Assistance program
• And much more! Visit our Benefits Summary Page for more information on our additional benefits.
   

Disclaimer:
Eligibility for perks and benefits may vary based on part-time or full-time employment.

The primary accountabilities are intended to
describe the general content of and requirements of this position and are not intended to be an exhaustive statement of duties. Incumbents
may perform all or some of the primary accountabilities listed. Specific tasks or responsibilities will be documented in the incumbents’
performance objectives as outlined by the incumbents’ immediate supervisor or manager. This position is security-sensitive and subject to
Texas Education Code §51.215, which authorizes the employer to obtain criminal history record information. A valid driver’s license issued
by the State where the applicant resides and insurability as defined in UTS 157 may be required to perform the position’s essential
functions.

The physical demands and work environment characteristics described here are representative of those that must be met by
an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with
disabilities to perform the essential functions.

While performing the duties of this job, the employee must frequently stand and
walk. The employee must regularly sit; use hands to feel; reach with hands and arms; and talk or hear. The employee must lift and move up to
15 pounds.

The noise level for this work environment is usually moderate.

In keeping with its access, excellence, and impact
mission, The University of Texas at El Paso is committed to a learning and working environment that honors the talents, respects
the differences, and nurtures the growth and development of all. We seek to attract faculty and staff who share our commitment.

The University of Texas at El Paso is an Equal Opportunity Employer. The University does not discriminate on the basis of race,
color, national origin, sex, religion, age, disability, genetic information, veteran status, sexual orientation, or gender identity in
employment or the provision of services in accordance with state and federal law. Discrimination on the basis of sex includes an employee’s
or prospective employee’s right to be free from sexual harassment under Title IX of the Higher Education Amendments of
1972.  Inquiries-including the filing of a Formal Complaint or reporting an incident-about the application of Title IX may be
referred to the Title IX Coordinator, who can be reached by phone at (915) 747-8358, by email at titleix@utep.edu, or by mail at 500 W. University Ave., El Paso, TX,  Kelly Hall, Room 223C. 

For accommodation information for employees and applicants with disabilities, please contact UTEP’s Equal Opportunity Office at eoaa@utep.edu.