PL Marketing Inc.
POSITION SUMMARY
As a key member of our HR team, the Division Recruiter, you are part of PLM recruiting COE. The Division Recruiter owns the full-cycle, strategic recruitment process for our high-volume, hourly hiring. This is a fast-paced and impactful role where you'll unleash your ownership mentality, serving as a critical partner to division leadership. You'll align recruiting strategy with core business goals, driving unmatched results and delivering on key performance indicators (KPIs) for time-to-fill, quality of hire, and candidate satisfaction.
ESSENTIAL JOB FUNCTIONS:
Trusted Business Partner: Partner with division leadership and serve as a strategic partner to division management to understand their staffing needs and develop tailored, proactive recruiting strategies. Serve as a strategic advisor to hiring managers, providing guidance on recruiting strategies, market conditions, and candidate profiles and recommend adjustments based on professional analysis. Independently develop and execute sourcing strategies tailored to each role, including leveraging job boards, social media, networking, and passive candidate outreach. Facilitate interviews and debriefs, ensuring consistency and fairness in candidate evaluation. Make informed recommendations to hiring managers regarding final candidate selection. Independently determine appropriate offer terms-including compensation and start dates based on internal equity, market data, and candidate expectations. Effectively and routinely communicate to division leadership on the status of open roles and candidates. Provide excellent overall service to the division teams. Work closely with the HR team to ensure smooth coordination of efforts and provide backup support as needed. Accurately enter and administer sensitive employee data in HR systems and assist with HRIS training as needed. Coordinate pre-employment screening, new-hire processing, and onboarding for all full-time and part-time field employees. Develop, implement, and manage recruiting strategies and best practices that align with business goals. Track, analyze, and report on key recruiting KPIs, including sourcing effectiveness, conversion rates, and time-to-hire. Use data to identify opportunities for improvement and optimize recruiting efforts. Recruiting Process:
Proactively source, recruit, and attract top talent across multiple locations for a range of positions using both traditional and innovative resources. Prioritize recruiting tasks appropriately. Actively represent the organization at job fairs, hiring events, and community outreach initiatives. Regularly conduct on-site recruitment activities, including visiting store locations or field offices to facilitate interviews, assess operational needs, and build relationships with local leadership. Communicate our strong employer brand and create compelling hiring stories that attract quality candidates. Create, nurture and maintain talent pools in all division areas. Actively manage and engage candidates throughout the entire recruiting lifecycle. Ensure a smooth, positive, proactive, and efficient candidate experience by providing frequent communication and guidance. Own campaigns and local recruiting events. Drive the hiring process forward to move qualified candidates quickly from sourcing to offer. Implement strategies to eliminate bottlenecks and reduce time-to-fill. Participate in networking and training opportunities to stay current on recruiting trends and best practices. MINIMUM POSITION QUALIFICATIONS
Must live within 30 miles of Metro Atlanta, GA. 4-year degree in HR or a related discipline, or an equivalent combination of HR work experience and education. Minimum of 2 years' experience in (High Volume, hourly) recruitment and staffing, with a proven track record of meeting or exceeding KPIs . Strong preference for experience with Workday ATS. Deep experience with and clear understanding of the end-to-end recruitment lifecycle process. Expertise in candidate sourcing and attraction, including the use of external recruiting sites, social media, resume databases, and job fairs. Proficiency in Microsoft Office Suite (Outlook, Excel, Word, PowerPoint). Highly motivated self-starter with a proven ability to work with minimal supervision, prioritize, and multi-task under pressure. Exceptional organizational, multi-tasking, and problem-solving skills. Ability to effectively craft and deliver a message verbally and in writing. Knowledge of HR business processes and employment laws. (Preferred) Bi-Lingual (read, write, and speak fluent English and Spanish). Ability to work in a corporate office environment. Capability to collaborate with others and contribute effectively to a team. Must qualify as an insurable driver and have reliable transportation. MINIMUM PHYSICAL ABILITIES:
Must be able to: Remain standing/sitting for several hours at a time
Lift 10-15 lbs. occasionally Must be able to perform the essential functions of this position with or without reasonable accommodation.
DESIRED PREVIOUS JOB EXPERIENCE:
3-5 years of experience in recruiting and hiring in a high-volume, hourly environment. COMPETENCIES/SKILLS:
Some of the Competencies/Skills required to successfully perform this position are:
Adaptability - maintaining effectiveness when experiencing major changes in work tasks or the work environment; adjusting effectively to work within new work structures, processes, requirements or cultures Building Strategic Working Relationships - developing and using collaborative relationships to facilitate the accomplishment of work goals Building Trust - interacting with others in a way that gives employees confidence in one's intentions and those of the organization Communication - clearly conveying information and ideas through a variety of media to individuals or groups in the English language Customer Focus - making others' needs a primary focus of one's actions; developing and sustaining productive relationships with fellow P.L. Marketing and Kroger employees Decision Making - Identifying and understanding issues, problems, and opportunities; comparing data from different sources to draw conclusions; using effective approaches for choosing a course of action or developing appropriate solutions; taking action that is consistent with available facts, constraints, and probable consequences Analysis and Decision Making - identifying and understanding issues, problems and opportunities; comparing data from different sources to draw conclusions; using effective approaches for choosing a course of action or developing appropriate solutions; taking action that is consistent with available facts, constraints, and probable consequences Initiating Action - taking prompt action to accomplish objectives; taking action to achieve goals beyond what is required; being proactive; generating innovative solutions in work situations Leadership - Ability to recognize and provide training opportunities; give clear direction to accomplish assigned tasks; hold others to high standards of accountability and address issues when needed in a way that encourages, not discourages the employee Negotiation - effectively exploring alternatives and positions to reach outcomes that gain the support and acceptance of all parties Self-Starter - working the majority of the time without direct supervision; prioritizing, organizing and completing workload accurately within allotted time period Work Standards - setting high standards of performance for self and others; assuming responsibility and accountability for successfully completing assignments or tasks; self-imposing standards of excellence rather than having standards imposed
As a key member of our HR team, the Division Recruiter, you are part of PLM recruiting COE. The Division Recruiter owns the full-cycle, strategic recruitment process for our high-volume, hourly hiring. This is a fast-paced and impactful role where you'll unleash your ownership mentality, serving as a critical partner to division leadership. You'll align recruiting strategy with core business goals, driving unmatched results and delivering on key performance indicators (KPIs) for time-to-fill, quality of hire, and candidate satisfaction.
ESSENTIAL JOB FUNCTIONS:
Trusted Business Partner: Partner with division leadership and serve as a strategic partner to division management to understand their staffing needs and develop tailored, proactive recruiting strategies. Serve as a strategic advisor to hiring managers, providing guidance on recruiting strategies, market conditions, and candidate profiles and recommend adjustments based on professional analysis. Independently develop and execute sourcing strategies tailored to each role, including leveraging job boards, social media, networking, and passive candidate outreach. Facilitate interviews and debriefs, ensuring consistency and fairness in candidate evaluation. Make informed recommendations to hiring managers regarding final candidate selection. Independently determine appropriate offer terms-including compensation and start dates based on internal equity, market data, and candidate expectations. Effectively and routinely communicate to division leadership on the status of open roles and candidates. Provide excellent overall service to the division teams. Work closely with the HR team to ensure smooth coordination of efforts and provide backup support as needed. Accurately enter and administer sensitive employee data in HR systems and assist with HRIS training as needed. Coordinate pre-employment screening, new-hire processing, and onboarding for all full-time and part-time field employees. Develop, implement, and manage recruiting strategies and best practices that align with business goals. Track, analyze, and report on key recruiting KPIs, including sourcing effectiveness, conversion rates, and time-to-hire. Use data to identify opportunities for improvement and optimize recruiting efforts. Recruiting Process:
Proactively source, recruit, and attract top talent across multiple locations for a range of positions using both traditional and innovative resources. Prioritize recruiting tasks appropriately. Actively represent the organization at job fairs, hiring events, and community outreach initiatives. Regularly conduct on-site recruitment activities, including visiting store locations or field offices to facilitate interviews, assess operational needs, and build relationships with local leadership. Communicate our strong employer brand and create compelling hiring stories that attract quality candidates. Create, nurture and maintain talent pools in all division areas. Actively manage and engage candidates throughout the entire recruiting lifecycle. Ensure a smooth, positive, proactive, and efficient candidate experience by providing frequent communication and guidance. Own campaigns and local recruiting events. Drive the hiring process forward to move qualified candidates quickly from sourcing to offer. Implement strategies to eliminate bottlenecks and reduce time-to-fill. Participate in networking and training opportunities to stay current on recruiting trends and best practices. MINIMUM POSITION QUALIFICATIONS
Must live within 30 miles of Metro Atlanta, GA. 4-year degree in HR or a related discipline, or an equivalent combination of HR work experience and education. Minimum of 2 years' experience in (High Volume, hourly) recruitment and staffing, with a proven track record of meeting or exceeding KPIs . Strong preference for experience with Workday ATS. Deep experience with and clear understanding of the end-to-end recruitment lifecycle process. Expertise in candidate sourcing and attraction, including the use of external recruiting sites, social media, resume databases, and job fairs. Proficiency in Microsoft Office Suite (Outlook, Excel, Word, PowerPoint). Highly motivated self-starter with a proven ability to work with minimal supervision, prioritize, and multi-task under pressure. Exceptional organizational, multi-tasking, and problem-solving skills. Ability to effectively craft and deliver a message verbally and in writing. Knowledge of HR business processes and employment laws. (Preferred) Bi-Lingual (read, write, and speak fluent English and Spanish). Ability to work in a corporate office environment. Capability to collaborate with others and contribute effectively to a team. Must qualify as an insurable driver and have reliable transportation. MINIMUM PHYSICAL ABILITIES:
Must be able to: Remain standing/sitting for several hours at a time
Lift 10-15 lbs. occasionally Must be able to perform the essential functions of this position with or without reasonable accommodation.
DESIRED PREVIOUS JOB EXPERIENCE:
3-5 years of experience in recruiting and hiring in a high-volume, hourly environment. COMPETENCIES/SKILLS:
Some of the Competencies/Skills required to successfully perform this position are:
Adaptability - maintaining effectiveness when experiencing major changes in work tasks or the work environment; adjusting effectively to work within new work structures, processes, requirements or cultures Building Strategic Working Relationships - developing and using collaborative relationships to facilitate the accomplishment of work goals Building Trust - interacting with others in a way that gives employees confidence in one's intentions and those of the organization Communication - clearly conveying information and ideas through a variety of media to individuals or groups in the English language Customer Focus - making others' needs a primary focus of one's actions; developing and sustaining productive relationships with fellow P.L. Marketing and Kroger employees Decision Making - Identifying and understanding issues, problems, and opportunities; comparing data from different sources to draw conclusions; using effective approaches for choosing a course of action or developing appropriate solutions; taking action that is consistent with available facts, constraints, and probable consequences Analysis and Decision Making - identifying and understanding issues, problems and opportunities; comparing data from different sources to draw conclusions; using effective approaches for choosing a course of action or developing appropriate solutions; taking action that is consistent with available facts, constraints, and probable consequences Initiating Action - taking prompt action to accomplish objectives; taking action to achieve goals beyond what is required; being proactive; generating innovative solutions in work situations Leadership - Ability to recognize and provide training opportunities; give clear direction to accomplish assigned tasks; hold others to high standards of accountability and address issues when needed in a way that encourages, not discourages the employee Negotiation - effectively exploring alternatives and positions to reach outcomes that gain the support and acceptance of all parties Self-Starter - working the majority of the time without direct supervision; prioritizing, organizing and completing workload accurately within allotted time period Work Standards - setting high standards of performance for self and others; assuming responsibility and accountability for successfully completing assignments or tasks; self-imposing standards of excellence rather than having standards imposed