Recruiter

Sustainable Restaurant Group•Portland, OR

52d•$32 - $36•Hybrid

About The Position

Join Sustainable Restaurant Group as a Part-Time Recruiter (up to 29 hours per week) to support the growing teams across brands! As a Part-Time Recruiter, you will oversee full-cycle recruiting across brands and departments by managing the candidate experience from sourcing through onboarding. This role requires strong collaboration with hiring managers, restaurant leaders, and the operations and HR teams to ensure we attract, hire, and retain top talent aligned with our company culture and values. Here’s what you can expect: Competitive Compensation: $32 - $36 per/hour DOE + Benefits Health Benefits Paid Time Off 401(k) Plan Employee Discounts Career Growth

Requirements

3+ years of experience in full-cycle recruiting and sourcing strategies.
Successful track record in recruiting and filling assigned roles at various levels within the company.
Must be familiar with proactive recruiting and sourcing strategies
Experience managing and prioritizing multiple searches, projects, and relationships.
Collaborative approach and team-player attitude.
Strong communication skills with the ability to consult and advise hiring leaders effectively.
Proven record in sourcing and hiring passive candidates.
Proficiency in using applicant tracking systems, recruitment tools, and HRIS systems.
Ability to work on-site, with potential for hybrid flexibility based on performance.
Passion for talent acquisition and connecting great people with great opportunities.

Responsibilities

Candidate Outreach: Proactively identify and engage potential candidates through direct outreach, networking, and community partnerships.
Job Posting: Develop, edit, and publish job postings that accurately reflect each role’s responsibilities, qualifications, and brand voice.
Job Description Management: Create, update, and refine job descriptions to ensure clarity, consistency, and alignment with company standards.
Leadership and NRO Recruitment: Manage recruitment for leadership roles (Executive Chefs, General Managers, etc.) and support all new restaurant opening (NRO) hiring needs, including developing tailored recruiting strategies and timelines.
Interview Coordination: Schedule and coordinate interviews with hiring managers and leadership teams, ensuring a smooth process and timely communication with candidates.
Candidate Screening: Review resumes, conduct phone screens, and perform initial interviews to assess experience, skills, and cultural fit.
Candidate Updates: Maintain consistent and professional communication with candidates throughout all stages of the recruitment process.
Offer Management: Facilitate offer approvals, deliver offer letters, and coordinate the transition from offer acceptance to onboarding.
Collaboration with Hiring Managers: Partner closely with restaurant and department leaders to understand staffing needs, define candidate profiles, and develop recruitment strategies that meet business goals.
Operations Team Partnership: Collaborate with the operations team to support staffing levels, resolve hiring challenges, and ensure smooth communication between HR and the field.
Weekly Recruiting Updates: Provide weekly recruitment reports and status updates to restaurant leaders, highlighting progress, challenges, and priorities.
Onboarding Coordination: Oversee onboarding for all new hires to ensure completion of required forms, system setup, and a positive transition into the company.
Benefits Assistance: Support new hires in benefits enrollment and provide assistance as needed during the onboarding process.
HRIS Maintenance: Update employee data in the HRIS system to ensure accuracy and compliance with company standards.
Leadership Interview Training: Conduct interview training sessions for managers and leaders to strengthen their hiring skills and promote consistency across brands.
Recruiting Projects: Participate in special projects designed to enhance recruitment processes, improve candidate experience, and strengthen talent acquisition strategy.
Talent Pipeline Development: Build and maintain a strong pipeline of qualified candidates for current and future hiring needs through proactive sourcing and relationship management.