What are the responsibilities and job description for the Talent Acquisition Partner II position at Aramark?
Roles and Responsibilities :
Provide full-life cycle recruiting for salaried and / or hourly positions, to include : sourcing, screening, qualifying, interviewing and managing candidate relationships while advising hiring managers through the assessment and selection process. A successful candidate must be able to effectively manage competing priorities, remain highly flexible in an ever-changing environment while consistently anticipating and delivering exceptional talent acquisition solutions to our clients.
Strategic Talent Acquisition :
Demonstrated ability to apply a business mindset to the talent acquisition function
Makes connections between all talent management phases (acquisition, development, retention, culture)
Leverages data and market intelligence to develop and execute staffing strategies
Successfully blends diversity, regulatory requirements and business strategy throughout the process
Consultation :
Develop a high level understanding of our business, processes, market conditions, technology and cultural, and any associated challenges
Demonstrates uncompromising ethical standards, integrity and respect for people
Influences hiring managers, executives, candidates and peers by developing trusted relationships
Advises hiring managers on effective interviewing techniques and candidate selection
Effectively leverages adjacent HR partners when advising the business (i.e. HR partners, Compensation, HRRC, Employee Relations, Labor Relations, etc.)
Routinely leverages metrics to advise managers, improve processes and / or self-assess performance
Operates with a high sense of urgency (action-oriented)
Constructively manages clients and / or conducts crucial conversations with hiring managers as needed
Proactively collaborates as necessary to ensure a smooth end-to-end process.
Process Management :
Proactively serves as a change agent (first to adopt and promote new ways of delivering value)
Consistently promotes and adheres to talent acquisition, compliance, and diversity processes
Routinely identifies innovative solutions to program, policy and process challenges
Self-governs / manages via use of staffing data (always ensures integrity of system data)
Develops candidate pipelines to meet business objectives
Recruiting Process – Sourcing, Assessment, and Selection :
Ability to directly source candidates via a variety of contemporary recruiting channels (internet searches, recruiting tools, cold calling, etc.)
Ability to implement, execute, and manage programs and specific recruiting initiatives (i.e. College, Military, Production, etc.
Accurately assesses candidates (via in-person, video, phone) for skill, competency and culture
Quickly synthesizes candidate and hiring manager feedback
Routinely pre-closes candidates (early in the process) to ensure high acceptance rates
Basic Qualifications :
BA / BS degree and 2-5 years of full-life cycle recruiting experience
Ability to effectively support recruiting for Manager level positions
Demonstrated ability to meet rapidly changing business requirements
A successful candidate must demonstrate sound judgment, the ability to quickly learn systems, processes, procedures and the business
Proven ability maintain excellent customer service with internal customers (hiring managers), and external customers (candidates), while maintaining strong partnerships with HR Business Leaders
Ability to function independently in a high-volume, fast paced environment
Demonstrated ability to command the attention and respect of leadership; ability to create and manage strategic alliances while driving the process
Ability to quickly synthesize recruiting data and information, and operate in a fiscally responsible manner
Comprehensive understanding of OFCCP compliance
Occasional travel (up to 25%) as required to meet customer needs.
Basic competency level with Microsoft Office Suite (Email, Word, Excel, PowerPoint)
Preferred Qualifications :
Previous experience in both agency and corporate recruiting strongly preferred
Prior experience conducting basic compensation analysis (compa-ratio’s) and communicating compensation philosophies / employee value propositions
