Mgr Talent Acqstn & Contingent Staffing

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Date: May 8, 2025

Location: San Antonio, TX, US, 78205

Company: CPS Energy

We are engineers, high line workers, power plant managers, accountants, electricians, project coordinators, risk analysts, customer service operators, community representatives, safety and security specialists, communicators, human resources partners, information technology technicians and much, much more. We are 3,500 people committed to enhancing the lives of the communities we serve.  Together, we are powering the growth and success of our community progress every day!

Position Summary

The Mgr. Talent Acquisition & Contingent Staffing will oversee and lead the identification, attraction and onboarding of full-time employees to CPS Energy along with overseeing the vendor services of our contingent workforce (Manage Service Provider or similar programs). The role is ultimately responsible for development and execution of workforce strategies focused on identifying, engaging, and attracting talent through multiple channels to the organization. This role will own all associated processes related to exempt and non-exempt recruitment and onboarding. Will lead a team of Talent Advisors, Analysts and Coordinators to ensure recruitment processes and engagements comply with federal, state, and local laws and regulations along with meeting the needs of the organization to meet operational goals annually. Responsible for cultivating an exceptional experience for all stakeholders. Additionally, they are responsible for identifying the ensuring the implementation of programs that support the contingent workforce across the enterprise.

Grade: 17
Deadline to apply: 5/15/2025
 

 

Tasks and Responsibilities

Talent Acquisition:
  • Oversees a team of professional responsible for the compliant delivery of full-cycle recruitment activities for the company.
  • Reviews Contingent Labor / Vendor Services metrics and reports to make adjustments to service delivery levels
  • Develops Requests for Proposals and Business Cases as needed to obtain the right portfolio of services needed to support Talent Acquisition strategies
  • Manages and makes changes to all aspects of the Talent Acquisition and On-boarding processes and procedures
  • Engages with hiring managers and company leadership to develop total talent strategies to identify & attract prospective candidates to the organization
  • Collaborates with various P&C & business area stakeholders to ensure an effective and engaging recruiting & onboarding experience for candidates
  • Oversees the development and management of reporting and analyzes that evaluates talent attraction strategies, team effectiveness and goal progress.
  • Technology owner of Success Factors Applicant Tracking System and associated recruitment technologies & systems
  • Responsible for contract management and vendor adherence along with RFP and contract development for new services 
  • Responsible for team adherence to company policies and federal, state & local laws and regulations
  • Mentors & develops team members in technical and intangible aspect of the role 
Contingent Staffing & Vendor Management:
  • Responsible for overseeing the delivery of Contingent Labor Managed Service Provider (MSP) and Vendor Management Systems (VMS) to support companies’ total talent objectives
  • Responsible for setting and managing service delivery metrics & goals with MSP & VMS provider
  • Oversight of all proposals, contracts and vendor services that support Talent Acquisition and Contingent Workforce initiatives. To include oversight of the contract management process, as well as development of specific standards for bidding and submission, contract negotiations and document management 
  • Ensures delivery of contingent workforce solutions by vendor is in alignment with contractual obligations and SLA’s set forth by the company and recommends changes to contract requirement to meet service delivery needs 
  • Continually evaluates vendor engagements that support Talent Acquisition objectives, adheres to financial objectives  and updates  engagements through the RFI/RFP process to develop new capabilities 

Minimum Skills

Minimum Knowledge and Abilities

Experience as a people manager, management of programs, or projects.
General understanding of recruiting technologies, software applications and processes.
Exceptional communication skills – both written and verbal.
Strong communication.
Strong collaboration skills.
Experience with analytics tools such as Excel (developing report, pivot tables, calculations etc.).
Excellent active listening skills.
Skills and experiences utilizing project management.
Ability to communicate and work effectively at all levels in an organization.
Ability to influence others and move toward a common vision or goal.
Effective team player with the ability to work with and through others.

Preferred Qualifications

  • Experience leading recruiting functions
  • Experience overseeing Manage Services Programs
  • Previous experience as a field rep, manager of field reps or contracts management 
  • Professional Human Resources (PHR/SPHR) certification or similar 
  • Experience with advanced recruiting techniques (Boolean search, LinkedIn advanced users, origination mapping, lead generation)
  • Experience developing Requests for Proposal/Information (RFP’s/RFI’s) for technology and/or services solutions
  • Previous experience as  or leading a field representative
  • Certification in one or several of the following bodies of knowledge (Change Management, Lean Six Sigma, Recruiting/sourcing)

Competencies

Assembling Talent
Championing Customer Needs
Communicates Effectively
Coordinating Project Activities
Driving Continuous Improvement
Managing Performance

Minimum Education

Bachelor’s Degree in Human Resources, Business Administration, or equivalent experience in recruitment.

Required Certifications

Working Environment

Work is performed both indoors and outdoors. Operating computer, manual dexterity, talking, hearing, and repetitive motion. Use of personal computing equipment, telephone, multi-functioning printer and calculator.
Employee may potentially be exposed to hazardous chemicals, wet or humid conditions, outdoor weather, noisy and dusty environment.
Ability to travel to and from meetings, training sessions or other business-related events. After hours work may be required. Must be available for work during storms and system emergencies.

Physical Demands

Exerting up to 20 pounds of force frequently, and/or a negligible amount of force constantly to move objects.
If the use of arm and/or leg control requires exertion of forces greater than that of sedentary work and if the worker sits most of the time, the job is considered light work.

CPS Energy does not discriminate against applicants or employees. CPS Energy is committed to providing equal opportunity in all of its employment practices, including selection, hiring, promotion, transfers and compensation, to all qualified applicants and employees without regard to race, religion, color, sex, sexual orientation, gender identity, national origin, citizenship status, veteran status, pregnancy, age, disability, genetic information or any other protected status. CPS Energy will comply with all laws and regulations.


Nearest Major Market: San Antonio
Job Segment: Recruiting, Six Sigma, Lean Six Sigma, Power Plant, HR, Human Resources, Management, Energy

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