Lead Talent Acquisition Specialist, Campus & Customer Advocacy

Subaru•Camden, NJ

9d•Hybrid

About The Position

Leads the strategy, design, and execution of Subaru's early career and university recruiting programs, including internships, co-ops, customer service class, and entry-level hiring. Drives high-volume recruiting efforts while building scalable programs, strong university partnerships, and a best-in-class candidate experience aligned with Subaru's Love Promise. Serves as both a program owner and recruiting lead, ensuring a strong pipeline of emerging talent to meet current hiring needs and future workforce plans.

Requirements

Proven experience in managing recruitment for all levels up to Director-level positions as assigned by manager and overseeing large-scale hiring initiatives.
Familiarity with behavioral and competency-based interviewing techniques and assessments.
Exceptional interpersonal, verbal, and written communication abilities, with proficiency in presenting complex data and recruitment trends clearly and effectively.
Strong experience in sourcing, creating talent pools, and proactively recruiting passive candidates to meet both immediate and future organizational needs.
Skilled in using applicant tracking systems (ATSs), with a preference for experience with Oracle Recruiting module (ORC).
Capable of managing complex projects effectively within a matrixed organization.
Demonstrated skills in managing relationships across various levels of an organization and making informed decisions that align with strategic goals.
Well-versed in employment law, including Office of Federal Contract Compliance Programs (OFCCP) regulations, ensuring compliance in all recruitment practices.
Ability to design, scale, and execute early career and university recruiting programs, managing high-volume hiring cycles, cross-functional stakeholders, and partnerships while using data to drive continuous improvement and strong candidate experiences preferred
Bachelor's Degree required
At least 6-8 years of experience in strategic recruiting, program management, and/or talent management roles required

Nice To Haves

Experience with Oracle Recruiting module (ORC)
Experience in designing, scaling, and executing early career and university recruiting programs

Responsibilities

Leads end-to-end strategy, design, and execution of early career programs including internship, co-op, HS, and entry-level pipelines.
Partners with Human Resources Business Partners (HRBPs) and business leaders to forecast early career hiring needs and align programs to future talent strategies.
Builds and manages scalable, high-volume recruiting programs, ensuring operational excellence from sourcing through conversion to full-time hires.
Establishes and maintains strategic relationships with colleges, universities, and early talent organizations to strengthen pipelines and brand presence.
Designs and delivers a best-in-class candidate and intern experience, from attraction through onboarding and conversion.
Tracks and reports on program success metrics (conversion rates, intern-to-hire, diversity outcomes, time-to-fill) to continuously improve outcomes.
Leads full-cycle recruiting for early career, internship, and full-time professional roles, including sourcing, interviewing, offer development, and onboarding.
Executes high-volume hiring strategies for early career pipelines while maintaining quality and candidate experience.
Builds and manages early talent pipelines, ensuring readiness for both immediate and future hiring needs.
Partners with hiring managers to align on role expectations, timelines, and candidate profiles, ensuring efficient hiring outcomes.
Serves as a brand ambassador for Subaru across university campuses, early career events, and community partnerships.
Partners with Marketing and Communications to deliver targeted early career employer branding campaigns.
Leads campus engagement strategy, including events, info sessions, and talent marketing initiatives.
Activates hiring teams and ERGs to support authentic, inclusive brand representation in early career spaces.
Acts as a strategic advisor to hiring managers on early career hiring, market trends, and talent availability.
Ensures a consistent, high-quality candidate experience across all early career touchpoints.
Guides hiring teams on interview best practices, structured evaluation, and bias mitigation.
Provides actionable insights to improve candidate readiness, interview quality, and hiring decisions.
Leads continuous improvement of early career recruiting processes, tools, and workflows.
Oversees the design and evolution of internship and early talent programs, ensuring alignment with business needs.
Utilizes data and insights to drive efficiency, scalability, and return on investment (ROI) across recruiting efforts.
Partners cross-functionally to enhance onboarding, conversion, and retention strategies for early talent