Recruiter

The Recruiter is responsible for providing full lifecycle recruiting support to a variety of non-management positions for Phillips Edison & Company (PECO) with responsibility for promoting the company’s culture and values to attract top talent. This position will have the opportunity to interact with all lines of business/departments across the organization. This role will also conduct on-campus recruiting and university relations activities in support of PECO’s internship and co-op program that spans three semesters a year.

The Recruiter position will play a crucial role in shaping the future talent pool of Phillips Edison & Company, ensuring we are attracting and retaining top talent to drive our continued success and innovation.

The position will report to the VP of Human Resources and is located in the Cincinnati, Ohio corporate headquarters.

What you'll do:

 Recruiting for Non-Management Positions:

• Creates and executes comprehensive recruitment strategies to identify and attract qualified candidates across various channels such as but not limited to job boards, social media, networking, and employee referrals.
• Collaborates with hiring managers to understand role requirements, develops job descriptions, and manages the recruitment process for each open position. Works to build rapport with internal and external customers.
• Conducts initial screens/interviews, coordinates follow-up interviews with hiring managers, manages offer and preemployment check process for each assigned position. Serve as a point of contact for both candidates and hiring managers, ensuring that timely feedback is given.
• Participates in the tracking and analysis of recruitment metrics and reporting, identifying areas for improvement.
• Ensures adherence to all employment laws and regulations throughout the recruitment process.

Campus Recruiting:

• Conducts the company’s on-campus recruitment efforts at targeted universities under the guidance of the Early Talent Lead.
• Coordinates company’s participation in career fairs, on-campus interviewing, in-house /virtual events, and other campus-related brand-building activities.  Manages all logistical items related to these activities including, but not limited to, creating interview schedules, developing collateral materials, obtaining space, assisting candidates with travel, interviewer sign-up, greeting candidates, arranging catering, and managing the candidate expense reimbursement process.
• Manages the offer letter process including obtaining necessary approvals, offer delivery and negotiation.  Manages the distribution and collection of employment-related materials.
• Works directly with the colleges and universities to build and maintain a strong working relationship. Proactively develop ways to increase company’s brand on-campus through applicable events and activities.
• Maintains metrics related to campus recruiting and co-op/intern program efforts.

Pre-Employment/Onboarding, Employment Branding, & Additional Duties:

• Manages pre-employment activities for assigned positions (i.e. background checks, reference checks and past employment verifications).
• Processes I-9 documentation and other onboarding paperwork within the appropriate timeframe.
• Supports company employment branding efforts.
• Additional duties as needed in support of the Human Resources team.

 What we're looking for:

• Bachelor’s degree in business, communications, HR or other related field required.
• 1-2 years of prior recruiting experience strongly preferred.  Experience with high-volume position recruitment or on-campus recruitment is ideal.
• Technical proficiency in MS Office, including Word, Excel and Power Point. Prior experience with data tracking and/or online applicant tracking systems required.  Exposure to LinkedIn Recruiter, Yello or Handshake is preferred.
• Must demonstrate strong written and verbal communication skills with a focus on providing outstanding customer service. 
• Strong organizational skills and attention to detail required.
• Ability to be self-guided and motivated, working to complete tasks thoroughly and requesting assistance, when necessary.
• A desire to work in a fast-paced, high caliber and dynamic environment.
• Ability to travel within the region to campus recruiting events (approx. 15%), which may include some evening on-campus events.

About us:

Phillips Edison & Company takes PRIDE in creating great omni-channel grocery-anchored shopping experiences and improving communities, one center at a time. PECO’s culture is fueled by the ENERGY our team brings to work every day - to find creative solutions and create value for our centers, our investors, our communities and the greater world around us. PECO’s culture is driven by our team’s CONNECTION to each other and the communities in which we live and work. PECO embraces the OPPORTUNITY to source and implement creative and sustainable programs to create a positive impact on the environment.

Phillips Edison’s operating platform provides retail services including acquisition, redevelopment, leasing and management of grocery-anchored retail centers.

Why PECO?

• We are characterized by our #PeopleofPECO. They are dynamic, innovative and entrepreneurial. They are driven to succeed and make a lasting impact on our growing organization. Having highly trained, energized and skilled professionals throughout every level of our organization is a great source of pride and key element of success for Phillips Edison & Company.
• Voted a Cincinnati Top Places to Work for the past 8 years!
  

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)