Partner, Talent Acquisition

Job Summary

This position will act as the main point of contact for both hiring managers and candidates throughout the talent acquisition life cycle. This role is responsible for full lifecycle recruiting for assigned requisitions as well as developing and driving sourcing capabilities for assigned locations using a diverse number of tactics including, but not limited to, community partnerships, canvassing efforts, job fairs, hiring events, in-store messaging and contests. This role will monitor, track and share hiring needs with the Talent Acquisition Specialist and GCC teams

Job Description

Experience Required: 1 to 3 years
Experience Desired: High volume recruiting experience in retail, hospitality, warehouse or manufacturing industries. Experience with Workday or Phenom ​
Education Desired: Bachelor's degree

Job Responsibilities

• Produce a pipeline of qualified candidates whose values align with the enterprise overall goals, Core Values, Purpose Beyond Profit and Team Member Value Proposition (TMVP).
• Partner in the development and execution of term recruiting strategies for assigned locations to ensure prioritization and timeliness of staffing requirements.
• Develop and drive sourcing capabilities across a large geography using a diverse number of tactics including, but not limited to, identifying and connecting with passive talent through targeted direct calls; canvassing efforts; networking and building partnerships with schools, communities and diverse organizations/associations; conducting presentations and speaking engagements; utilizing complex internet searches and social recruiting methods; mining internal applicant tracking system; attending external job fairs; and arranging and leading in-store hiring events.
• Partner with the Talent Acquisition team in our Global Capabilities Center (GCC), to utilize digital tools, social media engagement and retargeting campaigns.
• Anticipate future talent needs and enact strategies to develop pools passive candidates to fill vacancies and meet the needs of the business.
• Meet assigned Key Performance Indicators (KPI) targets including, but not limited to, vacancy rate, candidate conversion rate, time in stage, time to fill, cost-per-hire and retention.
• Serve as a business partner to hiring managers by coaching them on best practices in recruiting, interviewing, selection and extending offers. Communicate regularly with hiring managers regarding the status of open positions.
• Act as an employer brand ambassador and help drive candidate interest in career opportunities. Demonstrate the ability to sell Giant Eagle’s TMVP by understanding and utilizing candidates’ varied interests to tailor messages to be as compelling and persuasive as possible.
• Demonstrate flexibility and fluidity in regularly changing work based on business needs. This includes full-cycle recruiting for a variety of positions, new store openings, acquisition work or projects while working as part of a team.
• Execute enterprise hiring initiatives such as Hiring Day events, targeted virtual and open door in-person events.
• Stay ahead of external trends and collaborate with peers to define creative recruiting and sourcing techniques in order to be competitive in state-of-the-art recruiting practices.
• Build and maintain positive relationships with external agencies, colleges, vendors, associations, and other bodies who might route talent to the organization or aid in talent acquisition processes.
• Ensure recruiting practices are consistent and compliant with company policies, procedures and applicable labor and employment law.
• Work to ensure diverse, inclusive, and equitable hiring practices.
• Ensure that all job offers follow established compensation guidelines and procedures.
• Take a thoughtful, customer-focused approach to candidate requests and inquiries. Deliver a positive candidate experience through continuous communication, follow-up and engagement throughout the candidate life cycle.
• Complete Talent Acquisition work as assigned for candidates who have applied to the applicant tracking system. This includes candidate review, screening, interview coordination, communicating offer decisions and ensuring the accuracy of all details on offer letters.