Sr. Talent Acquisition Manager

With a career at HMSHost, you really benefit! We Offer

• Health, dental and vision insurance
• Generous paid time off (vacation, flex or sick)
• Holiday pay
• Meal and Transportation Benefits
• *401(k) retirement plan with company match
• *Company paid life insurance
• *Tuition reimbursement
• Employee assistance program
• Training and exciting career growth opportunities
• Referral program – refer a friend and earn a bonus

*Benefits may vary by position so ask your recruiter for details.

Airport Location: Corporate Human Resources 
Advertised Compensation: $110,800.00 to $129,900.00 

Purpose: The Senior Talent Acquisition Manager leads the Talent Acquisition function in support of Avolta's strong employment brand and as the subject matter expert for the corporate North America Center of Excellence locations. 

Essential Functions: 

• Builds and cultivates strong relationships with leadership, HR, and hiring managers; provides expertise and guidance to business unit leaders to develop TA and sourcing strategies and deploy programs; provides advice, coaching, and support on TA-related issues, hard-to-fill positions
• Understands business objectives and applies deep Talent Acquisition (TA) functional knowledge to business and hiring challenges
• Highlights Avolta’s unique career possibilities, advantages, and rewards to candidates throughout the recruitment process; leverages a consistent and compelling message that conveys the most significant motivators to prospective candidates
• Proactively partners with Director of People & Culture to create talent acquisition materials and solutions (including interview panel guides, manager guides, job aids, handouts, presentation slides, etc.)
• Leads and develops team to continuously enhance the end-to-end TA experience, while fostering and encouraging a diverse, equitable, inclusive, and values driven organizational culture
• Manages and supports new and established location-based TA programs, policies, and processes; enhances existing programs and evaluates program effectiveness against desired goals and outcomes
• Partners with TA Manager to lead North America COE Internship program and manage partnerships with schools
• Manages relationships with TA vendors, community-based organizations, and other candidate sourcing resources; helps manage vendor relationships, contracts, budgets, and billing
• Oversees TA marketing and communications; communicates the employee value proposition through social media outreach, develops appropriate position-specific messaging to increase applicant flow, and partners with designated recruitment marketing firms when additional hiring solutions are needed
• Along with TA Manager, executes partial and full-cycle recruitment of key positions as assigned (posting, screening, interviewing, selection, hiring, etc.)
• Supports users of the Applicant Tracking System (ATS), ensuring new ATS users are trained on system usage and optimizing the technology
• Collaborates with internal HR Legal Counsel to ensure that the company is always in compliance with state, local, and federal hiring laws
• Coordinates with Total Rewards department to review hard-to-recruit positions that may require job evaluation and/or compensation review
• Coaches and develops TA team

Reporting Relationship: The Senior Manager, Talent Acquisition reports to the Director of People & Culture and Facilities, North America

Major Interdependencies: COE People & Culture, Legal, all COE departments, Total Rewards

Minimum Qualifications, Knowledge, Skills, and Work Environment:

• Education and Experience: The combination of education and professional experience must exceed 6 years
  • In leadership role: Requires minimum 3 years of experience directly influencing and/or supervising a team of talent acquisition or human resources professionals engaged in executing talent acquisition process and/or programs

• • In technical role: Requires 6 years of Human Resources experience engaged in delivering talent acquisition programs
    • A bachelor’s degree in a program related to the functional area can count for 2 of the six-year requirement
    • An MBA or a master’s level degree in a program related to the functional area can count for an additional 2 years of the six-year requirement
  • In industry: 3-5 years of Hospitality, F&B and/or Retail experience
  • Demonstrated experience recruiting in corporate hospitality/restaurant/retail environment
  • Experience in a corporate/support office providing TA or HR support
• Specialized Training:
  • Training that leads to expertise with TA tools and technology, interview guides, job boards, database search techniques, LinkedIn Recruiter, SuccessFactors etc.
  • Training or experience that leads to in-depth knowledge of relevant state and federal employment & hiring regulations and statutes
  • Training or experience that leads to the ability to analyze staffing and retention barriers and to develop solutions for high-volume staffing challenges
• Specialized Skillset/Competencies/Traits:
  • Ability to successfully manage 1-2 direct reports with a consultative approach and be able to influence and coach external recruiters, managers, and leaders
  • Demonstrated knowledge of best-in-class TA strategies, programs, processes, and standards
  • Ability to coach and influence others without a direct reporting relationship in a remote environment
  • Requires demonstrated business acumen and understands the implications of talent  management decisions
  • Demonstrated history of balancing the needs of the business with the needs of the employee population and individual circumstances
  • Demonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goals
• Location/Travel:
  • This position is based at the F&B Center of Excellence in Bethesda, MD (Relocation is available!)
  • Requires up to 20% travel

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.

Hudson and Avolta 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.

Equal Opportunity Employer (EOE) Minority/Female/Disabled/Veteran (M/F/D/V) Drug Free Workplace (DFW)