Talent Acquisition and HR Specialist
for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. The posting includes Position Summary, Primary Areas of Accountability, Essential Responsibilities (with subcategories), Physical and Scheduling Requirements, Requirements Qualifications. No explicit Benefits, Pay, Schedule sections (though there is mention of occasional evening/weekend availability, but that's scheduling requirement, not schedule details like hours). We should not create Schedule unless specific schedule info (like full-time, part-time, shift). The posting says "Ability to work primarily from the Support Center with regular travel... Occasional evening or weekend availability..." That's scheduling requirement, but not a schedule description like "Full-time, 40 hours per week". According to rule: never create Pay/Schedule/Benefits sections unless posting actually states them. It does not state schedule like "Full-time" etc. So we should not create Schedule section. Benefits: none mentioned. Pay: none. So we will have sections: About the role (maybe from Position Summary), Responsibilities (Essential Responsibilities), Requirements (maybe combine Qualifications and Requirements?), Qualifications (maybe separate), Skills (maybe from abilities). But we must not create thin sections; better to combine where appropriate. The instruction: Prefer a few substantive sections over many thin ones. So we could have About the role, Responsibilities, Requirements (including qualifications and skills). But they also want to use headings like Qualifications, Skills if content. We have qualifications content: Bachelor’s degree..., Three or more years..., Experience..., Working knowledge..., Ability..., Strong interviewing..., Ability..., Proficiency..., Ability to travel... That's qualifications and skills combined. Could split into Qualifications (education, experience) and Skills (abilities). But we need to avoid thin sections; but we have enough content for both. Let's decide: Use About the role (position summary), Responsibilities (essential responsibilities), Qualifications (education/experience), Skills (abilities/knowledge). That's four sections. Ensure we don't repeat job title. No metadata like Job ID. Remove boilerplate like EEO etc. Also remove "Physical and Scheduling Requirements" maybe incorporate into Responsibilities? Actually it's a separate section about physical and scheduling requirements; we could include under Responsibilities? But it's not a responsibility; it's a requirement. Could put under Requirements or Skills? It's about ability to work, travel, occasional evening/weekend. That's more like qualifications/abilities. Could include under Skills. But we already have Skills. Could add bullet points there.
We must preserve all substantive information. So we need to include details from Position Summary, Primary Areas of Accountability, Essential Responsibilities (including sub-bullets), Physical and Scheduling Requirements, Requirements Qualifications.
We must not invent or summarize away detail. So we need to keep specifics like percentages, bullet points.
We need to format lists with - . For prose use
.
We must not include duplicated lines. Ensure we capture all.
Let's extract content.
Position Summary paragraph: "The Talent Acquisition and HR Specialist supports Swensons’ staffing needs and day-to-day Human Resources operations. Approximately 50–60% of the position is dedicated to recruiting, with the remaining 40–50% focused on onboarding, HRIS administration, payroll support and general HR administration. This position owns the day-to-day recruiting process, develops candidate pipelines and uses staffing data to adjust recruiting activity. The position also maintains accurate employee information and assists the Senior Human Resources Manager with benefits, leave and compliance administration."
Primary Areas of Accountability bullet list (looks like sentences each starting with verb). We'll turn each into
- .
Essential Responsibilities: has headings "Talent Acquisition Strategy and Recruiting", "Onboarding and HRIS Administration", "Payroll Support", "HR Administration and Support". Under each there are many sentences. We'll need to preserve all. Could treat each bullet as
- under a subsection? But we only allowed
for section headings. We could keep the subheadings as plain text within
or maybe as ? Not specified. We can just keep them as part of prose. But we need to use
- for any list of duties/requirements/benefits. The Essential Responsibilities is a list of duties, so we should make each duty a
- . However there are subheadings; we could keep them as
headings? Not allowed to create extra headings besides the defined ones. Could embed subheadings as inside but that may be okay. Simpler: treat each sentence as
- under a single
for Responsibilities. But we lose grouping. However instruction: "Use - for any list of duties/requirements/benefits". So we can make a big list.
Similarly for Primary Areas of Accountability: also a list.
Physical and Scheduling Requirements: sentences.
Requirements Qualifications: list.
We'll need to avoid repeating content.
Let's draft.
Section About the role:
About the role
... (position summary)
Section Responsibilities: Responsibilities
- ... each duty
We need to include all duties from Essential Responsibilities and also Primary Areas of Accountability? Those are also responsibilities. Could combine.
Let's list all duty sentences:
From Primary Areas of Accountability:
- Develop and execute recruiting plans based on business and market needs.
- Build and maintain qualified candidate pipelines for recurring and critical positions.
- Manage onboarding completion and HRIS data accuracy.
- Serve as the designated payroll backup and complete routine payroll audits.
- Provide responsive and accurate HR administrative support.
From Essential Responsibilities under Talent Acquisition Strategy and Recruiting (many):
- Own the day-to-day recruiting process and maintain visibility into staffing needs across all stands, markets and Support Center departments.
- Partner with HR and Operations leaders to identify current openings, anticipated needs and business-critical positions.
- Develop and execute market-specific recruiting plans based on staffing levels, applicant flow and hiring challenges.
- Build active candidate pipelines and prioritize positions and locations with the greatest operational need.
- Manage full-cycle recruiting, including sourcing, screening, interviews, candidate presentations, offers and pre-employment requirements.
- Select and manage appropriate sourcing methods, including job boards, sponsored advertising, referrals, colleges, community partnerships, hiring events and grassroots outreach.
- Plan and lead recruiting events and evaluate their results, including applicants, interviews, offers, hires, retention and cost.
- Maintain timely communication with candidates and hiring managers and address delays or breakdowns in the process.
- Provide weekly recruiting reports that identify openings, pipeline strength, hiring activity, aging positions, obstacles and recommended next steps.
- Track recruiting measures such as time to fill, offer acceptance, candidate conversion, source effectiveness, recruiting cost and new-hire retention.
- Use recruiting data, turnover trends and candidate feedback to recommend adjustments to sourcing, advertising and hiring processes.
- Ensure recruiting practices are consistent, job-related and aligned with company policies while delivering a positive candidate experience.
Onboarding and HRIS Administration:
- Coordinate preboarding and onboarding and follow up on incomplete documents, training and employment requirements.
- Complete and maintain Form I-9 and E-Verify documentation in accordance with established procedures.
- Enter and process approved new hires, transfers, promotions, compensation changes, status changes and terminations.
- Conduct routine HRIS audits and maintain accurate personnel files and employment records.
- Prepare routine employment documentation and assist with employment verification requests.
- Monitor HR communication channels and route sensitive or complex matters to the appropriate HR leader.
Payroll Support:
- Serve as the designated backup for weekly payroll processing and maintain current knowledge of payroll procedures.
- Review timekeeping and payroll reports for missing punches, overtime, minimum wage, tips, deductions and other discrepancies.
- Assist managers with routine payroll and timekeeping questions and research paycheck discrepancies.
- Enter or verify approved payroll changes, adjustments, bonuses and other earnings.
- Maintain payroll checklists and backup documentation and assist with reconciliations, audits and year-end activities.
- Escalate significant payroll errors and wage-and-hour concerns to HR leadership.
HR Administration and Support:
- Respond to routine Team Member and manager questions and appropriately escalate matters requiring interpretation or judgment.
- Prepare staffing, turnover, recruiting, onboarding and payroll-related reports.
- Assist with performance-review administration, HR communications, training, engagement and retention initiatives.
- Maintain HR forms, procedures, checklists and reference materials and support special HR projects.
- Under the direction of the Senior Human Resources Manager, assist with benefits enrollment, leave documentation, required records and routine compliance tracking.
- Gather documentation and provide administrative support for unemployment, workers’ compensation, OSHA and other compliance matters.
- The Senior Human Resources Manager retains primary responsibility for benefits administration, leave administration, workplace accommodations, workers’ compensation case management and HR compliance. This position provides administrative support and does not make benefit, leave or compliance determinations.
Scope of Authority and Escalation Responsibilities: also responsibilities? Might be considered responsibilities. It says: "The position independently handles routine recruiting, onboarding, HRIS, payroll-support and HR administrative responsibilities within established procedures. The following matters must be escalated to the Senior Human Resources Manager or Vice President of Human Resources: ..." We could include as responsibilities.
Measures of Success: also responsibilities? Might be considered performance metrics, but could be omitted? It's substantive. Could include under Responsibilities as well.
But to avoid too thin sections, we can keep one Responsibilities section with all duties.
Now Requirements: we have Requirements Qualifications bullet list:
- Bachelor’s degree in Human Resources, Business Administration or a related field preferred.
- Three or more years of recruiting, Human Resources administration or combined HR experience preferred.
- Experience managing multiple openings in a fast-paced, multi-location environment preferred.
- Experience with an HRIS, applicant tracking system and payroll or timekeeping system; Paylocity experience is a plus.
- Working knowledge of recruiting, onboarding, Form I-9, E-Verify, background checks, payroll practices and employment recordkeeping.
- Ability to source proactively, interpret recruiting data and adjust recruiting activity.
- Strong interviewing, communication, organization, follow-through and attention to detail.
- Ability to maintain confidentiality, use sound judgment and recognize when escalation is required.
- Proficiency with Microsoft Excel, Outlook and Word.
- Ability to travel locally to stands, hiring events, colleges and community events as needed.
Also Physical and Scheduling Requirements:
- Ability to work primarily from the Support Center with regular travel to Swensons locations and recruiting events.
- Occasional evening or weekend availability for hiring events, urgent staffing needs or payroll support.
- Ability to perform the essential functions of the position with or without reasonable accommodation.
We could include these under Requirements or Skills. Since they are abilities, maybe under Skills. But we already have Skills section maybe.
We could have Qualifications (education/experience) and Skills (abilities). Let's do that.
Qualifications: education and experience bullets.
Skills: abilities (including ability to source proactively, interpret data, strong interviewing, communication, organization, follow-through, attention to detail, confidentiality, judgment, proficiency with Excel/Outlook/Word, ability to travel, ability to work primarily from Support Center with regular travel, occasional evening/weekend availability, ability to perform essential functions with accommodation). Also working knowledge of recruiting, onboarding, Form I-9, etc. That's knowledge, could be skill.
We'll keep Skills section with bullet list.
Now ensure we don't create sections with filler. All have content.
Now produce HTML.
We must not include or . Just fragment.
Let's craft.
Check for duplication: Ensure we didn't repeat any sentence.
We'll need to be careful to include all content from Position Summary, Primary Areas of Accountability, Essential Responsibilities, Scope of Authority and Escalation Responsibilities, Measures of Success, Physical and Scheduling Requirements, Requirements Qualifications.
We'll include Measures of Success as part of Responsibilities? Might be better as separate section? But we already
. We must not include duplicated lines. Ensure we capture all. Let's extract content. Position Summary paragraph: "The Talent Acquisition and HR Specialist supports Swensons’ staffing needs and day-to-day Human Resources operations. Approximately 50–60% of the position is dedicated to recruiting, with the remaining 40–50% focused on onboarding, HRIS administration, payroll support and general HR administration. This position owns the day-to-day recruiting process, develops candidate pipelines and uses staffing data to adjust recruiting activity. The position also maintains accurate employee information and assists the Senior Human Resources Manager with benefits, leave and compliance administration." Primary Areas of Accountability bullet list (looks like sentences each starting with verb). We'll turn each into
for section headings. We could keep the subheadings as plain text within
or maybe as ? Not specified. We can just keep them as part of prose. But we need to use headings? Not allowed to create extra headings besides the defined ones. Could embed subheadings as inside but that may be okay. Simpler: treat each sentence as ... (position summary) for Responsibilities. But we lose grouping. However instruction: "Use
About the role
Responsibilities
We need to include all duties from Essential Responsibilities and also Primary Areas of Accountability? Those are also responsibilities. Could combine.
Let's list all duty sentences:
From Primary Areas of Accountability:
- Develop and execute recruiting plans based on business and market needs.
- Build and maintain qualified candidate pipelines for recurring and critical positions.
- Manage onboarding completion and HRIS data accuracy.
- Serve as the designated payroll backup and complete routine payroll audits.
- Provide responsive and accurate HR administrative support.
From Essential Responsibilities under Talent Acquisition Strategy and Recruiting (many):
- Own the day-to-day recruiting process and maintain visibility into staffing needs across all stands, markets and Support Center departments.
- Partner with HR and Operations leaders to identify current openings, anticipated needs and business-critical positions.
- Develop and execute market-specific recruiting plans based on staffing levels, applicant flow and hiring challenges.
- Build active candidate pipelines and prioritize positions and locations with the greatest operational need.
- Manage full-cycle recruiting, including sourcing, screening, interviews, candidate presentations, offers and pre-employment requirements.
- Select and manage appropriate sourcing methods, including job boards, sponsored advertising, referrals, colleges, community partnerships, hiring events and grassroots outreach.
- Plan and lead recruiting events and evaluate their results, including applicants, interviews, offers, hires, retention and cost.
- Maintain timely communication with candidates and hiring managers and address delays or breakdowns in the process.
- Provide weekly recruiting reports that identify openings, pipeline strength, hiring activity, aging positions, obstacles and recommended next steps.
- Track recruiting measures such as time to fill, offer acceptance, candidate conversion, source effectiveness, recruiting cost and new-hire retention.
- Use recruiting data, turnover trends and candidate feedback to recommend adjustments to sourcing, advertising and hiring processes.
- Ensure recruiting practices are consistent, job-related and aligned with company policies while delivering a positive candidate experience.
Onboarding and HRIS Administration:
- Coordinate preboarding and onboarding and follow up on incomplete documents, training and employment requirements.
- Complete and maintain Form I-9 and E-Verify documentation in accordance with established procedures.
- Enter and process approved new hires, transfers, promotions, compensation changes, status changes and terminations.
- Conduct routine HRIS audits and maintain accurate personnel files and employment records.
- Prepare routine employment documentation and assist with employment verification requests.
- Monitor HR communication channels and route sensitive or complex matters to the appropriate HR leader.
Payroll Support:
- Serve as the designated backup for weekly payroll processing and maintain current knowledge of payroll procedures.
- Review timekeeping and payroll reports for missing punches, overtime, minimum wage, tips, deductions and other discrepancies.
- Assist managers with routine payroll and timekeeping questions and research paycheck discrepancies.
- Enter or verify approved payroll changes, adjustments, bonuses and other earnings.
- Maintain payroll checklists and backup documentation and assist with reconciliations, audits and year-end activities.
- Escalate significant payroll errors and wage-and-hour concerns to HR leadership.
HR Administration and Support:
- Respond to routine Team Member and manager questions and appropriately escalate matters requiring interpretation or judgment.
- Prepare staffing, turnover, recruiting, onboarding and payroll-related reports.
- Assist with performance-review administration, HR communications, training, engagement and retention initiatives.
- Maintain HR forms, procedures, checklists and reference materials and support special HR projects.
- Under the direction of the Senior Human Resources Manager, assist with benefits enrollment, leave documentation, required records and routine compliance tracking.
- Gather documentation and provide administrative support for unemployment, workers’ compensation, OSHA and other compliance matters.
- The Senior Human Resources Manager retains primary responsibility for benefits administration, leave administration, workplace accommodations, workers’ compensation case management and HR compliance. This position provides administrative support and does not make benefit, leave or compliance determinations.
Scope of Authority and Escalation Responsibilities: also responsibilities? Might be considered responsibilities. It says: "The position independently handles routine recruiting, onboarding, HRIS, payroll-support and HR administrative responsibilities within established procedures. The following matters must be escalated to the Senior Human Resources Manager or Vice President of Human Resources: ..." We could include as responsibilities.
Measures of Success: also responsibilities? Might be considered performance metrics, but could be omitted? It's substantive. Could include under Responsibilities as well.
But to avoid too thin sections, we can keep one Responsibilities section with all duties.
Now Requirements: we have Requirements Qualifications bullet list:
- Bachelor’s degree in Human Resources, Business Administration or a related field preferred.
- Three or more years of recruiting, Human Resources administration or combined HR experience preferred.
- Experience managing multiple openings in a fast-paced, multi-location environment preferred.
- Experience with an HRIS, applicant tracking system and payroll or timekeeping system; Paylocity experience is a plus.
- Working knowledge of recruiting, onboarding, Form I-9, E-Verify, background checks, payroll practices and employment recordkeeping.
- Ability to source proactively, interpret recruiting data and adjust recruiting activity.
- Strong interviewing, communication, organization, follow-through and attention to detail.
- Ability to maintain confidentiality, use sound judgment and recognize when escalation is required.
- Proficiency with Microsoft Excel, Outlook and Word.
- Ability to travel locally to stands, hiring events, colleges and community events as needed.
Also Physical and Scheduling Requirements:
- Ability to work primarily from the Support Center with regular travel to Swensons locations and recruiting events.
- Occasional evening or weekend availability for hiring events, urgent staffing needs or payroll support.
- Ability to perform the essential functions of the position with or without reasonable accommodation.
We could include these under Requirements or Skills. Since they are abilities, maybe under Skills. But we already have Skills section maybe.
We could have Qualifications (education/experience) and Skills (abilities). Let's do that.
Qualifications: education and experience bullets.
Skills: abilities (including ability to source proactively, interpret data, strong interviewing, communication, organization, follow-through, attention to detail, confidentiality, judgment, proficiency with Excel/Outlook/Word, ability to travel, ability to work primarily from Support Center with regular travel, occasional evening/weekend availability, ability to perform essential functions with accommodation). Also working knowledge of recruiting, onboarding, Form I-9, etc. That's knowledge, could be skill.
We'll keep Skills section with bullet list.
Now ensure we don't create sections with filler. All have content.
Now produce HTML.
We must not include or . Just fragment.
Let's craft.
Check for duplication: Ensure we didn't repeat any sentence.
We'll need to be careful to include all content from Position Summary, Primary Areas of Accountability, Essential Responsibilities, Scope of Authority and Escalation Responsibilities, Measures of Success, Physical and Scheduling Requirements, Requirements Qualifications.
We'll include Measures of Success as part of Responsibilities? Might be better as separate section? But we already