Talent Acquisitions Partner

at  50Floor

Location: Alpharetta, GA
Schedule: Mon - Thur (In Office)/ Fri (Remote)
Salary Range: $60,000 - $71,000 annually
Report to: Head of Human Resources
50Floor is a leader in the dynamic In Home show room model, assisting customers to fulfil their needs for in home flooring. Founded in 2006, 50Floor has emerged as a brand leader, rooted by Empowering Exceptional Experiences for our Employees and Customers. Our team of talented professional are the driving force behind our superior customer service delivery and company culture.
The Talent Acquisition Partner serves as a tactical execution partner to department and unit leaders to solve for current and future workforce needs. They understand the unique talent needs for the areas of business and proactivly shapes talent strategies to align with current business strategies and changing needs. They serve as a subject matter expert on Talent Acquisition. The Talent Acquisition Partner develops and executes innovative strategies to attract diverse, well qualified talent to support departments in achieving 50Floor’s goals. This includes researching and recommending new sources for active and passive candidate attraction and leading efforts to develop pathways for talent. They have the responsibility to evaluate the effectiveness of recruitment plans and creating refinements or pivoting if the strategies are not heeding the necessary results within the defined time frames. The Talent Acquisition Partner manages and owns the entire recruitment scope within the organization. They provide full cycle recruitment. This role leadership to ensure a high level of service and efficiency, and align focus to support key performance indicators and ensure service levels being met.
They will partner with the Head of Human Resources on implementing talent acquisition initiatives and programs. The Talent Acquisition Partner leads special projects in addition to performing day-day operational responsibilities. Additionally, they partner with other functional areas of Human Resources for collaboration and to implement initiatives or programs, and support alignment among the HR Centers of Excellence.

EDUCATION:

• Bachelor’s degree in Human Resources, Business Administration, or relevant field, or equivalent combination of education and experience.

EXPERIENCE:

• 5 years of progressively responsible HR recruitment experience which includes managing a moderate requisition load (10+), recruiting hard to fill positions and leadership positions in a corporate/in-house recruitment setting, designing and implementing strategies for hard to fill reqs, creating recruitment plans and measuring outcomes.

JOB RELATED KNOWLEDGE, SKILLS AND ABILITIES:

• Experience managing all aspects of the recruitment process, including planning, sourcing, screening and interviewing, assessment and selection.
• Expert level experience developing strategic recruitment plans for hard to fill roles, including highly specialized positions, people manager roles and senior leadership positions.
• Knowledge of compensation principles and application, experience working up offers.
• Experience that illustrates the ability to effectively coach, train and mentor others. Leadership skills.
• Demonstrated ability to develop and maintain a healthy, equitable and inclusive workplace through interactions, decisions and recommendations.
• Effective, clear, and culturally aware written and verbal communication. Expertise providing presentations to groups at all levels of an organization.
• Demonstrated ability to self-prioritize work and adapt to changing needs. Flexibility to meet workflow demands and try new ways of doing things. Demonstrates sense of urgency and consistently meets deadlines.
• Expert-level knowledge and application of state and federal employment laws, rules and industry specific regulations that apply to Human Resources.
• Strong critical thinking skills. Tolerance for, and ability to manage ambiguity.
• Demonstrated ability to present solutions to problems, taking ownership and initiative to implement the solutions.
• Ability to influence others through subject matter expertise, use of data, relationship-building and effective communication.
• Demonstrated ability to be patient, calm and communicate thoughtfully and respectfully in a fast-paced environment with competing demands. Illustrates the skill and competency in being guided by emotional intelligence. Collaborative and supportive interpersonal style with customers and coworkers.
• Proficient in the use of applicant tracking systems, HRIS, software commonly used in recruiting, and various computer applications (MS Office Suite, Power Point)

• Manages a requisition load; develops and executes innovative strategies to attract diverse talent for hard-to-fill, people manager and senior leadership roles. Conducts intake. Develops, implements, and executes full cycle recruitment plans, including sourcing candidates, coordinating marketing, screening and interviewing applicants, managing reference checks, working up compensation offers, extending verbal offers, sending offer letters. Responds to inquiries from internal and external customers and candidates, meeting service level agreements and ensuring a positive candidate and customer experience. (Oversees full time employee recruitment and contractor 1099 recruitment for entire organization.)
• Serves as a subject matter expert on recruitment and hiring procedures and best practices; screening and interviewing techniques, evaluating candidates’ qualifications, selection processes and methodologies for equitable decision making; relocation; temporary staffing, strategies for managing vacancies and turnover; collecting and analyzing data, ie. attrition; and pulse surveys for new hire feedback. Provides training, education and coaching on process, tools and systems.
• Engages with leadership to develop and implement innovative strategic plans to address current and future workforce needs. Develops talent pathways to provide a foundation for the development, progression and retention of a talented and engaged workforce, engages internal and external stakeholders. Works in collaboration with HR Business Partners. Identifies, offers strategies and engages solutions to barriers that prevent departments from effectively meeting workforce needs. Evaluates the effectiveness of the strategies and makes modifications as needed to build successful outcomes. Utilizes data and reporting to evaluate performance and decision support.
• Participates in the design, documentation of, implementation, monitoring, and evaluation of procedures, processes, tools, systems, and policies to ensure efficient delivery of information and service to all stakeholders. Assists with updates, serves as content expert. Acts as a key partner for change management. Leads work groups and special projects.
  Oversees talent branding on digital platforms to attract highly qualified and skilled candidates.
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• Monitors performance against key performance indicators, metrics and benchmarks.

• Participates in the development and deployment of hiring and recruitment events. Attends events. Assists in the evaluation of outcomes from the events, ie. hires made, and measuring return on investment.