Address
Form of workDescription:
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. The Regional Talent Acquisition Specialist for the Northeast Region will be remote but must reside in the Eastern Standard time zone. Preferred areas being New Jersey, New York, Pennsylvania, and Maryland.
Essential Functions:
• Provides new user and on-going user training to support and optimize Talent Acquisition tools, technologies, resources, policies, and materials and conducts 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 and applies Talent Acquisition functional knowledge to business and hiring problems
• Analyzes market & employment data, tracks and reports on recruiting activities (weekly/monthly/quarterly), gauges performance trends and results
• Builds and cultivates strong partnerships with HR 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 HR partners to identify & track community recruiting resources including Outreach programs, colleges, and universities (culinary programs), job fair vendors and organizations, diversity groups, etc.
• Coordinates recruiting resources, defines branch-vendor processes and supports branch locations utilizing, programmatic, Recruitment Process Outsourcing (RPO), and other assigned agencies and vendors
• Facilitate and manage Talent Acquisition contracts, including billing, reporting, and assessing return on investment
Reporting Relationship:
The Regional TA Specialist reports to the Director or Senior Manager of Talent Acquisition
Requirements:
Minimum Qualifications, Knowledge, Skills, and Work Environment:
• Education and Experience: The combination of education and professional experience must exceed 3 years
• In a technical role: Requires 3 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 1 of the three-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
• The 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
• Business acumen and also has the mindset required to understand the long-term implications of Talent Acquisition planning and to advance the organizations 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 geographically within its assigned area/region. Location near a major airport is required
• Requires up to 40% for job fairs, events, branch visits, and/or meetings
Additional Info:
Disclaimer:
All job requirements are subject to change to reflect the evolving position requirements or to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a threat or risk to the health and safety of themselves or other employees. This job description in no way states or implies that these are the only duties to which will be required in this position. Employees will be required to follow other job-related duties as requested by their supervisor/manager (within guidelines and compliance with Federal and State Laws). Continued employment remains on an "at-will" basis.
Dufry, Hudson, and HMSHost are equal opportunity employers and do not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.
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. The Regional Talent Acquisition Specialist for the Northeast Region will be remote but must reside in the Eastern Standard time zone. Preferred areas being New Jersey, New York, Pennsylvania, and Maryland.
Essential Functions:
• Provides new user and on-going user training to support and optimize Talent Acquisition tools, technologies, resources, policies, and materials and conducts 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 and applies Talent Acquisition functional knowledge to business and hiring problems
• Analyzes market & employment data, tracks and reports on recruiting activities (weekly/monthly/quarterly), gauges performance trends and results
• Builds and cultivates strong partnerships with HR 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 HR partners to identify & track community recruiting resources including Outreach programs, colleges, and universities (culinary programs), job fair vendors and organizations, diversity groups, etc.
• Coordinates recruiting resources, defines branch-vendor processes and supports branch locations utilizing, programmatic, Recruitment Process Outsourcing (RPO), and other assigned agencies and vendors
• Facilitate and manage Talent Acquisition contracts, including billing, reporting, and assessing return on investment
Reporting Relationship:
The Regional TA Specialist reports to the Director or Senior Manager of Talent Acquisition
Requirements:
Minimum Qualifications, Knowledge, Skills, and Work Environment:
• Education and Experience: The combination of education and professional experience must exceed 3 years
• In a technical role: Requires 3 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 1 of the three-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
• The 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
• Business acumen and also has the mindset required to understand the long-term implications of Talent Acquisition planning and to advance the organizations 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 geographically within its assigned area/region. Location near a major airport is required
• Requires up to 40% for job fairs, events, branch visits, and/or meetings
Additional Info:
Disclaimer:
All job requirements are subject to change to reflect the evolving position requirements or to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a threat or risk to the health and safety of themselves or other employees. This job description in no way states or implies that these are the only duties to which will be required in this position. Employees will be required to follow other job-related duties as requested by their supervisor/manager (within guidelines and compliance with Federal and State Laws). Continued employment remains on an "at-will" basis.
Dufry, Hudson, and HMSHost are equal opportunity employers and do not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.
