Manager Recruitment Marketing

Lowe's Companies, Inc.•Mooresville, NC

2d•Onsite

About The Position

The Manager of Recruitment Marketing will be responsible for designing the recruitment marketing and media strategies for hiring associates in all divisions of Lowe's. Utilizing best practices for recruitment media and ensuring best-in-class candidate experiences this role will be responsible for driving top of hiring funnel activity. This role will involve partnering with all areas of Lowe's business to gain clear understanding of needs and initiatives to attract the right candidates to Lowe's. This role will manage a team dedicated to providing additional support via custom media campaigns designed to attract engage and convert job seekers into Lowe's applicants. The Manager of Recruitment Marketing will ensure all campaigns are inclusive for all and available in multiple languages. The Manager will work with business partners to identify challenging locations and markets and then ensure the team is focused on quickly turned but finely tuned proposals. Staying up to date with current trends for social media, SEM, job boards, aggregators, diversity and military sites is a must. This manager will work closely with our Employer Brand Manager and help elevate our position as an employer of choice. As a Manager, this role has significant authority regarding personnel and organizational matters (e.g., performance evaluations, increases, bonuses, discipline, and promotions) but approval and ultimate accountability may rest with the Senior Director, Talent Attraction. Duties include evaluation of Lowe's strategy for marketing job openings and elevating brand awareness within various geographic locations, competitor analysis, assessments of challenging markets or assessing hard-to-fill roles and assisting the Director of Talent in the development of short and long-term strategies, policies, procedures, and programs.

Requirements

Bachelor’s degree Communications, Marketing, Public Relations, Human Resources, Business, Management, Organization Development, Data & Analytics or related field . or equivalent years of experience in lieu of education requirement, if applicable
6 years Experience managing recruitment marketing for a large scale organization with high volume needs, or recruitment advertising agency experience managing enterprise accounts
2 Years Experience directly or indirectly leading and mentoring a team and helping to foster/create a "great place to work."
3 Years Experience managing organic social, paid social, SEM, OTT, geo-fencing, IP targeting, retargeting, traditional media like billboards, newspaper, radio and mailer
Experience successfully managing multiple priorities & projects through successful delivery & implementation under time, budget, and political pressure
Experience managing relationships with recruitment marketing vendors and partners.
Deep understanding of platforms like LinkedIn, Glassdoor, Indeed, and Programmatic.
5 years Recruitment marketing experience in a high volume organization or for an agency that supports clients with high volume hiring needs.

Nice To Haves

2 Years Experience working collaboratively to facilitate the delivery of HR support in numerous locations.
Experience with an ERP system
Professional certification

Responsibilities

Responsible for supporting all business unit needs related to talent acquisition initiatives via various recruitment marketing platforms and tactics (i.e. Paid Social, Programmatic, SEM, OOH, Traditional media,, Mailers, Recruiting Events, etc.) to increase brand awareness, talent engagement, volume of applications, number of hires, and ultimately influence the caliber of talent.
Build strategic initiatives that include organic and earned media approaches as well as sponsored actions.
Partner with business leaders, HRBPs, and TA leaders to support challenging geographical markets and roles with appropriate marketing campaigns and media support.
Partner with other CoE leads with developing recruitment marketing campaigns which align to other initiatives across TA such as strategic talent sourcing.
Partner with the Director of Talent Sourcing to define candidate experience strategies and programs.
Act as a project manager regarding continuous improvement initiatives, collaborating with other HR colleagues and external providers as appropriate.
Support end-to-end recruitment marketing and branding processes and procedures that meet the needs of the candidates, hiring managers, and HR Business Partners (HRBPs).
Leverage workforce planning tools to create comprehensive market intelligence plans collaboratively with leadership and HRBPs.
Partner with Employment Branding Team to maintain consistency and alignment with branding of all recruitment marketing materials.
Develop recruitment marketing assessment and feedback program for internal clients.
Manage team responsible for creating and executing recruitment marketing campaigns.
Manage the Recruitment Marketing resource plan and budget.
Support major projects such as acquisitions, divestitures, or restructuring related to increasing top of funnel activities.
Partner with the People Analytics Team to design and develop functional reports and metrics.
Review and analyze information to drive performance, identify trends, and develop/implement functional improvements, escalating issues and proposed solutions as appropriate.
Proactively stay up to date on recruitment marketing trends and developments, proactively providing ideas and information to the director regarding best practices and trends.
Work to enhance the capability of self and team.
Work with the HR Operations team to review and assist with the ongoing development, evaluation, and maintenance of documentation (e.g., Standard Operating Procedures, Work Instructions) to ensure complete, accurate, and up-to-date depiction of processes.
Lead team performance and measure results to improve effectiveness and efficiency.
Encourage continuous learning and work with the director to identify gaps and solutions.
Coach and mentor staff to support a high-performance team.
Seek to drive continuous customer service improvement.
Assist the director with setting goals and supporting growth and development of team members.
Support organizational direction and culture.
Effectively manage day-to-day employee performance using established company tools/methodology.
Provide input to personnel decisions (e.g., compensation, recognition, transfer, promotion) as requested.
Assure that company policies and practices are followed and set an example for team members.
Participate in the development and delivery of training for internal staff, specialist groups, or others as needed.