Talent Acquisition Specialist

ACU is affiliated with the Fellowship of the Church of Christ. This position requires the employee to be a professing Christian and willing to support the Christian mission of ACU.

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The Talent Acquisition Specialist serves as a strategic, full-cycle recruiting partner responsible for attracting, assessing, and hiring mission-aligned talent for faculty, academic staff, adjuncts, students, temporary employees, leadership, and other employee populations. The position partners with hiring managers, academic leaders, and search committees to clarify workforce needs, develop sourcing strategies, facilitate consistent selection processes, and deliver a professional and welcoming candidate experience.

The position supports ACU's evolving centralized, shared-services talent acquisition model by strengthening recruiting governance, standardizing hiring practices, improving Workday Recruiting workflows, and developing sustainable candidate pipelines. The role also connects recruitment with workforce planning, employer branding, compensation and offer processes, onboarding, employee integration, and broader employee flourishing initiatives across the ACU system.

This position has the potential to be on-site in Abilene, Texas, or remote.

Essential Duties and Responsibilities

1. Full-Cycle Recruitment and Hiring

Lead assigned searches from approved requisition through accepted offer and onboarding transition for faculty, academic, staff, adjunct, student, temporary, leadership, high-volume, hard-to-fill, and other positions.

Conduct intake meetings with hiring managers, academic leaders, and search committees to clarify position requirements, competencies, candidate profiles, sourcing strategies, timelines, and selection processes.

Create and manage requisitions, postings, approvals, candidate workflows, interview activity, dispositions, and offer documentation in Workday Recruiting.

Review applications and resumes against approved minimum and preferred qualifications, conduct structured phone or video screenings, and present qualified candidate slates with clear screening documentation.

Coordinate interviews, candidate communications, reference checks, background checks, employment verifications, and other required pre-employment activities.

Coordinate compensation and offer approvals with Talent Management and Total Rewards, and facilitate timely, professional offer communication and negotiation support.

Maintain timely communication with candidates and hiring stakeholders throughout the recruitment lifecycle.

2. Faculty, Academic, Staff, and Student Recruitment

Partner with Academic Affairs, deans, department chairs, and search committees on faculty, academic, adjunct, and other academic searches.

Support consistent search practices while respecting academic authority for evaluating credentials, discipline-specific qualifications, and academic selection decisions.

Support administrative, professional, operational, student, temporary, and other workforce recruitment across ACU divisions and locations.

Develop scalable recruiting approaches for recurring, high-volume, specialized, and difficult-to-fill positions.

Provide cross-functional recruiting coverage based on institutional priorities, workload, and business continuity needs.

3. Hiring Manager and Search Committee Partnership

Serve as a consultative recruiting partner to hiring managers and search committees throughout the hiring process.

Provide structured interview guides, evaluation tools, scorecards, and guidance on job-related candidate assessment and selection practices.

Assist departments with developing or updating position descriptions and translating workforce needs into clear qualifications and recruiting criteria.

Promote consistent hiring processes, approval requirements, documentation standards, and appropriate escalation of compliance, compensation, or selection concerns.

Build collaborative relationships across Human Resources, Academic Affairs, Finance, operational divisions, and campus leadership.

4. Talent Sourcing, Pipelines, and Employer Brand

Develop targeted sourcing strategies using professional networks, higher education resources, digital platforms, employee referrals, professional associations, churches, community organizations, and passive outreach.

Build and maintain talent pipelines for recurring, critical, leadership, and difficult-to-fill roles.

Represent ACU at selected job fairs, career events, professional gatherings, and recruiting activities.

Contribute to recruitment marketing, employment branding, and value-proposition initiatives that position ACU as a compelling, mission-centered employment destination.

Monitor labor-market conditions, sourcing effectiveness, and emerging talent gaps to inform recruiting and workforce-planning strategies.

5. Candidate Experience and Onboarding Partnership

Promote a candidate experience that reflects ACU’s Christian mission, institutional values, hospitality, professionalism, and commitment to employee flourishing.

Coordinate virtual and in-person recruiting activities and ensure candidates receive clear, timely, and respectful communication.

Facilitate a smooth transition from accepted offer to onboarding, orientation, integration, and employee-specific onboarding pathways.

Partner with HR Operations, onboarding and development leaders, Academic Affairs, and hiring departments to support effective new-hire transitions.

Identify and address candidate-experience gaps and recommend practical improvements.

6. Compliance, Documentation, and Hiring Governance

Apply university policies and established hiring requirements and support compliance with applicable federal and state employment laws.

Maintain complete, accurate, confidential, and auditable recruitment and selection records.

Promote consistent, job-related screening and selection practices and appropriate candidate disposition documentation.

Identify and escalate potential hiring, compensation, conflict-of-interest, records, or compliance concerns to the appropriate HR leader.

Support process standardization and governance across divisions, campuses, and employee populations.

7. Workday Recruiting and Systems Support

Use Workday Recruiting as the primary platform for requisition, candidate, interview, disposition, offer, and hiring workflow administration.

Support hiring managers and search committees in using Workday recruiting processes and employee or manager self-service practices.

Monitor workflows, data quality, approvals, and aging activity and resolve or escalate process issues.

Participate in Workday testing, optimization, reporting, automation, and system-enhancement initiatives affecting recruitment.

Maintain accurate candidate and recruiting data and support electronic records-management requirements.

8. Reporting, Workforce Planning, and Continuous Improvement

Monitor recruiting measures such as time-to-fill, requisition aging, candidate pipelines, source effectiveness, offer acceptance, and hiring activity.

Prepare recruiting dashboards, hiring reports, and workforce insights for HR and institutional leaders.

Identify recurring delays, process gaps, and opportunities to improve hiring quality, velocity, governance, and stakeholder experience.

Support workforce-planning discussions by identifying emerging hiring needs, labor-market trends, and talent risks.

Participate in talent acquisition projects, process improvement, policy development, cross-training, and business continuity planning.

Perform other duties as assigned that are consistent with the purpose and level of the position.

Supervisory Responsibilities

None. The position may coordinate search committees, recruiting vendors, temporary resources, career-event activities, or project teams without formal supervisory authority.

Minimum Qualifications

Bachelor’s deg