Customer Retention Supervisor jobs in Washington

You can do the work you love, be your authentic self, and make an impact in the lives of thousands. We believe in a culture rooted in community, collaboration, and growth. As an agency we are inspired by our Mission of bringing hope to life, especially those most in need.

Schedule: Monday - Friday, 8am to 5pm

Wage: $77,000 - $87,000 Annually

Benefits

• Medical/Dental
• FSA
• 403(b) Retirement
• Additional Voluntary Benefits
• Paid Holidays
• Vacation/Sick Leave
• Education Assistance Program
• Employee Assistance Program
• Longevity awards

Position Summary:

The Recruiting, Retention, and Engagement Supervisor provides leadership and supervision to the organization’s recruiting team and ensures the implementation and ongoing use of best practices in the recruitment process, employee retention, and employee engagement.

Responsibilities:

Recruitment

• Manages and oversees recruitment activities, including requisitions, job postings, application processing, phone screening, interview scheduling, hiring manager check-ins, candidate feedback, document preparation (interview questions, rating sheets, etc.) and new employee records in the HRIS.
• Ensures all screening, hiring, and selection are performed in accordance with employment laws and regulations (including EEO and AAP compliance) and organization policies and procedures, and positions are filled accurately, efficiently, and effectively.
• Develops and maintains relationships with hiring managers and provides support to meet hiring goals by understanding business goals, hiring needs, and position requirements.
• Develops and implements successful recruitment strategies that enhance the organization’s approach to the hiring process and have a positive impact on candidate experience.
• Follow-up with managers, HR staff, and candidates to determine the effectiveness of recruiting plans and strategy implementation.
• Sources candidates using a variety of search methods and builds networks to develop a candidate pool for various functions.
• Maintains relationships with schools, agencies, and other potential applicant sources.
• Identifies creative sources and avenues to reach potential applicants and fill job openings.
• Investigates and identifies appropriate recruiting sources and partnerships (ex., third party recruiters) and makes recommendations to the Director of Human Resources.
• Regularly reviews and suggests improvements in the applicant tracking system (ATS) and implements approved changes.
• Follows established recruiting process and personally takes on high priority and difficult to fill job requisitions.
• Ensures minimum qualifications are met for position postings and makes recommendations to the recruiting team on the suitability of candidates.
• Reviews and approves or declines offers to candidates. Consults with the Director of Human Resources as needed.
• Identifies and/or reviews requests for potential job fairs and other external recruiting events. Provides direction to the recruiting team about attending.
• Stays informed about recruiting trends and best practices.
• Provides close oversight and supervision of recruiting staff, including coordination of recruiting staff scheduling, designation of responsibilities, providing feedback, developing growth plans, and documenting performance.

Mentorships, Peer Support, and Internships

• Implements and oversees mentorship and peer support programs to promote knowledge sharing, collaboration, and a supportive workplace culture.
• Works closely with the Credentialing Specialist to support internship programs in the organization.

Employee Retention

• Follows-up with new hires at 3 months, 6 months, 9 months, and 12 months of employment.
• Develops, implements, and monitors a stay interview program.
• Provides collected feedback and recommendations to the Director of Human Resources.
• Analyzes organization employee retention and turnover rates.
• Compares to similar industries (ex., non-profit, social services) and provides twice yearly reports to the Director of Human Resources.
• Keeps up to date with employee retention best practices and provides recommendations to the Director of Human Resources.

Employee Engagement

• Designs and implements comprehensive employee engagement programs that align with the organization’s strategic objectives and culture, foster a positive work environment, enhance employee satisfaction and productivity, and promote a sense of belonging and commitment among employees.
• Contributes to overall morale and performance levels within the organization, making the organization a more attractive place to work.
• Gathers employee feedback on workplace satisfaction, motivation, and engagement levels.
• Monitors and analyzes engagement data and metrics to report on trends, successes, and areas needing improvement.
• Presents recommendations to the Director of Human Resources.
• Creates and maintains an internal communications strategy to ensure employees are informed, engaged, and feel valued within the organization.

Other duties

• Recommends new approaches, efficiencies, and continual improvements to the Director of Human Resources

Performs other duties as required and assigned.

Job Requirements:

The following requirements are those that are normally required for performance of the Recruiting, Retention, and Engagement Supervisor position. Any disabled applicant or incumbent who does not meet one or more of the requirements, but who can perform the essential function of the job (with or without reasonable accommodations) shall be deemed to meet these requirements.

Physical Requirements:

This position normally requires the physical demands of standing, walking, bending, lifting, or performing other work requiring medium physical exertion, talking, and hearing and adequate vision on a continuous basis to perform the jobs essential requirements.

Non-Physical Requirements:

Education

• Bachelor’s degree in Human Resources, Business Administration, Communications, or related field preferred; 4 years of recruitment experience may substitute for the degree.

Experience

• Three years’ experience in Human Resources, recruiting, or related field required.
• Two years’ experience leading, supervising, or managing a team required.
• Previous recruiting and selection experience in a behavioral health or healthcare entity highly preferred.
• Experience working in a non-profit organization highly preferred.
• Experience working with data analysis preferred.
• Thorough knowledge of employment laws and regulations, particularly those related to recruiting, required.

Special Skills

• Excellent clear and concise verbal and written communication skills.
• Excellent interpersonal skills with the ability to manage sensitive and confidential situations and documents with tact, professionalism, and diplomacy.
• Superb negotiation skills.
• Excellent organizational skills and high attention to detail.
• Proficient with Microsoft Office Suite or related software.
• Proficient with or the ability to quickly learn human resource information system (HRIS), applicant tracking system (ATS) and similar computer applications.
• Mission-focused with sensitivity to organizational needs.
• Strong time management skills.
• Ability to work at a fast pace while maintaining accuracy.
• Perceptive and capable of relating to individuals at all levels within the organization.
• Ability to organize and prioritize regular and fluctuating workload.

Licenses, Registration, Certification

• Valid Washington State driver’s license and required minimum liability insurance
• Must be deemed insurable as determined by Catholic Charities liability insurance provider

Employment is conditional upon:

• Being cleared by criminal background check and fingerprinting when required