What are the responsibilities and job description for the Talent Acquisition Partner II position at Vestis?
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
