Talent Acquisition Business Partner - Stores

Essential Duties And Responsibilities

• Drive the Talent Acquisition strategy for the division that they support in order to achieve the staffing plan's goals set by the organization, to help encourage retention, and meet the staffing needs of the organization.
• Review staffing plans and prepare job postings to attract high quality talent that matches with the organization's vision and mission.
• Coverage of where advertising would occur to source an applicant pool that aligns with the organization's vision and mission.
• Source, recruit, and select candidates by using databases, social media, networking, and online tools to select candidates that match the organization's vision and mission to help achieve the strategic goals set by the organization.
• Serve as the initial screener in the selection process by conducting interviews using various reliable recruiting and selection tools to drive efficiency in the hiring process and help select the right candidates for the organization.
• As the point of contact, build influential candidate relationships during the selection process to establish trust and build long-term relationship between the candidate and organization.
• Develop pipeline of talent, specifically at the Store Manager and Assistant Store Manager level, to help build a long-term pipeline and talent pool to meet the organization's strategic goals set for retail store locations.
• Provide consultation and training to hiring managers regarding the organization's selection and recruitment processes to help encourage fair hiring standards and practices, help reduce turnover, and drive long-term image of the organization's vision and mission.
• Works closely with Store Support Center - Talent Acquisition team to identify recruiting strategies that prevent long-term employee turnover, become more aligned with strategic hiring goals set by the organization, utilizing resources effectively to attract and retain quality talent for the organization.
• Serve as representative for the division they support on college campuses including historical black colleges and universities (HBCUs) to help build a long-term pipeline of talent, become a long-term connection for rising students or senior college students to help meet the needs of current or future staffing plans of the organization and provide real workforce scenarios.
• Gather and analyze data with useful HR metrics, like time to hire and employee turnover rates to better understand current hiring trends, provide evaluation of hiring effectiveness, and help ensure that the organization retains top talent.
• Maintain the organization structure by updating job requirements and job descriptions for all store management positions to help provide clarity in job responsibilities, how the job determines measurable outcomes in positions, and provide clear understanding of expectations set by the organization.
• On an as needed basis, conduct and analyze exit interviews and make actionable recommendations based on data such as understanding potential turnover, recognize areas of improvement for the organization, and generate retention strategies for the future.

Qualifications

• Minimum of high school diploma or equivalent experience.
• 5 - 7 years of related experience.
• Working knowledge of multiple human resources disciplines, including compensation and federal and state respective employment laws.
• SHRM-CP or SHRM-SCP certification preferred.
• One to three years of experience working with souring tools such as LinkedIn Recruiter, Indeed, or ZipRecruiter.
• High volume recruiting experience preferred.
• Workday ATS experience preferred.
• Industry knowledge, innovative, influencing and negotiating.