Corporate Recruiter

Position Summary

The Corporate Recruiter plays a key role in attracting and hiring top talent who align with Bank of Ann Arbor’s values, culture, and service mindset. This position manages the full-cycle recruiting process across the organization, partnering closely with hiring managers to identify talent needs and deliver a thoughtful, high-touch candidate experience reflective of our community-focused approach.

Key Responsibilities

Full-Cycle Recruiting

1. Manage the complete recruitment lifecycle for exempt and non-exempt roles, including retail banking, operations, lending, and corporate positions.

2. Partner with hiring managers to understand position requirements, team dynamics, and hiring priorities.

3. Develop effective sourcing strategies using job boards, LinkedIn Recruiter, employee referrals, networking, and community outreach.

4. Screen resumes, conduct initial interviews, and coordinate interview processes.

5. Facilitate candidate evaluations and provide hiring recommendations aligned with organizational needs.

Candidate Experience & Employer Branding

1. Deliver a professional, welcoming, and responsive candidate experience from first contact through offer acceptance.

2. Serve as a brand ambassador for Bank of Ann Arbor, clearly communicating our mission, culture, and commitment to community.

3. Support recruiting events and community outreach initiatives as needed.

Pre-Boarding & New Hire Preparation

1. Coordinate pre-hire paperwork (offer letters, I-9, W-4, background checks, policy acknowledgments)

2. Ensure all onboarding documentation is completed accurately and on time.

3. Serve as the primary point of contact for new hires prior to their start date.

4. Prepare welcome communications, onboarding schedules, and first-day instructions.

Orientation & First-Day Experience

1. Plan and deliver new hire orientation sessions (in-person).

2. Introducing company culture, mission, values, policies, and organizational structure.

3. Facilitate introductions with key stakeholders and departments.

4. Ensure a positive, welcoming, and well-organized first-day experience.

Systems, Access & Equipment Coordination

1. Partner with IT, facilities, and security to ensure:

· System access and credentials are ready on day one

· Equipment (laptops, badges, phones) is ordered and configured

· Workspace or remote setup is prepared

· Troubleshoot access or setup issues for new employees

Training & Integration Support

1. Coordinate role-specific and compliance training (e.g., LMS assignments)

2. Track completion of required training and certifications.

3. Support managers in executing onboarding plans and 30-/60-/90-day check-ins.

4. Help new hires understand expectations, workflows, and performance standards.

Compliance & Documentation

1. Maintain accurate onboarding records in HRIS systems.

2. Ensure onboarding processes comply with employment laws and internal policies.

3. Audit files for completeness and data accuracy.

4. Support internal or external audits related to hiring and onboarding.

Employee Experience & Engagement

1. Act as a trusted resource for new hires during their first months.

2. Conduct onboarding check-ins and collect feedback.

3. Identify onboarding pain points and recommend improvements.

4. Promote engagement, inclusion, and early connection to company culture.

Process Improvement & Reporting

1. Continuously evaluate onboarding effectiveness and efficiency.

2. Develop and update onboarding materials, templates, and workflows.

3. Track onboarding metrics (time-to-productivity, completion rates, early turnover).

4. Collaborate with HR leadership to improve retention and employee experience.

Compliance & Process Excellence

1. Ensure all recruiting activities comply with applicable employment laws and regulations, including EEO and fair hiring practices.

2. Maintain accurate documentation and candidate records in the applicant tracking system.

3. Coordinate background checks, reference checks, and pre-employment screenings.

4. Partner with HR team members to support onboarding and new hire orientation.

Metrics & Continuous Improvement

1. Track recruiting metrics such as time-to-fill, source effectiveness, and candidate pipeline health.

2. Identify opportunities to improve recruiting processes, tools, and candidate engagement.

3. Stay current on labor market trends, recruiting best practices, and industry developments.

Qualifications

Education & Experience

· Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.

· 3+ years of recruiting or talent acquisition experience, preferably in a corporate or financial services environment.

· Experience managing multiple requisitions simultaneously.

Skills & Competencies

· Strong interpersonal and relationship-building skills.

· Excellent interviewing, communication, and organizational abilities.

· Working knowledge of employment laws and recruiting compliance requirements.

· Proficiency with applicant tracking systems, LinkedIn Recruiter, and Microsoft Office.

· High level of professionalism, discretion, and attention to detail.

· Ability to work collaboratively in a team-oriented environment.

Preferred Qualifications

· Experience recruiting within banking or other regulated industries.

· SHRM or HRCI certification.

· Familiarity with community-based recruiting and employer branding.

Why Join Bank of Ann Arbor

· Competitive compensation and comprehensive benefits.

· Supportive, collaborative workplace culture.

· Opportunities for professional growth and development.

· Meaningful work that supports our clients and local communities.