Associate Manager, Talent Acquisition Recruiter

SC Johnson•Racine, WI

19d•Hybrid

About The Position

As an Associate Manager, Talent Acquisition Recruiter, you will lead full-cycle recruitment for a variety of roles across SC Johnson. You will partner closely with hiring managers, HR business partners, and other stakeholders to understand current and future talent needs, develop effective recruiting strategies, and connect the business with highly qualified candidates. You will use market insights, data, sourcing tools, referrals, and professional networks to build strong talent pipelines for critical roles. As a trusted talent advisor, you will help hiring managers make informed decisions, navigate complex searches, and create a consistent, high-quality experience for every candidate. In this role, you will have the opportunity to influence talent strategies, strengthen relationships across the organization, and help SC Johnson attract the talent needed to support its continued success.

Requirements

Bachelor’s Degree or University Degree
Minimum 5 years of professional recruitment experience
Qualified candidates must be legally authorized to work in the United States without the need for sponsorship now or in the future.

Nice To Haves

Master’s degree in human resource administration, Business Administration, or related field
Tech forward mentality and experience working with Workday.
Sourcing experience through various channels, including LinkedIn Recruiter and other recruiting tools/resources.
Knowledge of recruiting & staffing laws, including OFCCP
Proficiency in Microsoft Office applications (Outlook, PowerPoint, Word, Excel)

Responsibilities

Conduct full lifecycle recruiting including sourcing, pre-screening and partnering with hiring leaders from recruiting kickoff through offer.
Partner with hiring leaders and internal stakeholders to excellently deliver results: use a data-driven approach to advise on hiring matters and align expectations; lead debrief meetings; communicate updates on active searches.
Candidates are our Consumers. It is important to provide high-quality experience for every potential candidate through effective communication, respect, and consistent follow-through with our hiring process.
Strategic talent planning with HRBP and the Business to identify current talent gaps and potential future opportunities.
Ensure all hiring policies and procedures are adhered to and that best practice recruitment guidelines are followed throughout the recruitment process.
Leverage online recruiting resources and strategies to identify and recruit the best and diverse candidates for current positions open or business critical vacancies.
Ensure compliance with employment laws and maintain necessary tracking, including OFCCP compliance.
Partner with the Talent Acquisition Coordinator (TAC) on the scheduling and coordination of all interviews between candidates and hiring managers.
Build, negotiate and extend offers of employment to selected candidates under the direction of the hiring managers and within the guidelines of compensation policy.
Manage hiring leader expectations and business goals with bi-weekly business reviews metrics, and status updates to customers and stakeholders.
Develop relationships at all levels of the business, meeting regularly with leaders to understand business needs and recommend effective and bespoke recruiting strategies.
Pipelining exceptional candidates for future opportunities
Keep current of market trends and can use this expertise to drive recruitment expectations as well navigate potential complex searches.