Regional Talent Acquisition Specialist - Region 2

Purpose: The purpose of the Regional Talent Acquisition Specialist is to support, enhance, and optimize the training, development, and execution of talent acquisition (TA) strategies within an assigned region or area to include both retail and food and beverage.

Essential Functions:

• Provides new user and on-going user training to support and optimize talent acquisition tools, technologies, resources, policies, and materials and conducting virtual check-ins
• Manages partial and full-cycle recruitment of key positions as assigned (posting ads, sourcing, screening, interviewing, selection, hiring, candidate experience, etc.)
• Understands business trends and objectives, apply talent acquisition functional knowledge to address business and hiring challenges
• Analyzes market & employment data, tracks and reports on recruiting activities (weekly/monthly/quarterly), evaluate performance trends and results
• Build and cultivate strong partnerships with People & Culture and hiring managers; provides specialized guidance to help implement and optimize local recruiting efforts and hiring process for both individual and volume hiring, including new store openings
• Assesses existing tools, processes and practices against predefined standards and goals. Provide recommendations for closing identified gaps to improve recruiting, hiring, candidate experience and retention
• Provides specialized guidance and direction to local People & Culture partners to identify & track community recruiting resources across food & beverage and retail businesses, including Outreach programs, colleges, and universities (culinary, retail, business, and hospitality programs), job fair vendors and organizations, diversity focused groups, etc.
• Coordinates recruiting resources and supports locations in the effective use of enterprise recruiting platforms and applicant tracking systems, as well as approved talent attraction channels, in alignment with TA strategy
• Facilitates and manages talent acquisition contracts, including billing, reporting, and assessing return on investment
• Engages with regional locations to identify recruiting challenges and analyze performance data, sharing findings with Senior Manager of Talent to support tailored recruiting and staffing strategies

Reporting Relationship: The Regional Talent Acquisition Specialist reports to the Senior Manager of Talent Acquisition

Minimum Qualifications, Knowledge, Skills, and Work Environment:

• Education and Experience: The combination of education and professional experience must exceed 6 years:
  • In a technical role: Requires 6 years of experience engaged in intermediate level, full-cycle recruiting experience in large, multi-state, multi-unit hospitality/restaurant/retail environment
    • A bachelor’s degree in a program related to the functional area can count for 2 of the six-year requirement
  • In the industry: 3+ years of Hospitality, F&B and/or Retail experience
• Specialized Training:
  • Training that leads to proficiency of talent acquisition and search tools
  • Training that leads to knowledge of best-in-class recruiting processes, standards, and strategies
• Specialized Skillset/Competencies/Traits:
  • Demonstrated ability using data to analyze staffing and retention barriers and developing solutions for hard to fill and high-volume staffing challenges
  • Demonstrated experience with managing programmatic ad strategy and an RPO a plus
  • Demonstrated ability to work in a highly matrixed environment; this position works highly independently at most times, but also works collaboratively on talent projects and large recruiting initiatives on an as-needed basis
  • Demonstrated proficiency with applicant tracking systems and talent acquisition tools, with the ability to adapt to new technology efficiently
  • Business acumen and have the mindset required to understand the long-term implications of talent acquisition planning and to advance the organization’s goals
  • Demonstrated history of understanding the needs of the business, stakeholders, the employee population, and individual circumstances
  • Demonstrated history of creating and maintaining positive work environments

• Location/Travel:
  • This is a remote position based preferably in the geographical area within its assigned area/region. Location near a major airport is required.
  • Requires up to 40% travel for job fairs, events, location visits, and/or meetings