Recruiting Partner

Lithia & Driveway•Troy, MI

6d•$50,000 - $75,000•Hybrid

About The Position

The Recruiting Partner is responsible for identifying, attracting, and hiring culturally aligned talent who will help us achieve our mission of Growth Powered by People. This role goes beyond transactional hiring, emphasizing strong relationship building with hiring managers and candidates as top priority. Success in the role requires cultivating partnerships with schools, engaging in the community, long-term success of hires, and effectively and efficiently leveraging recruitment tools and processes to execute Lithia & Driveway’s People & Culture strategy. Lithia & Driveway is the largest automotive retailer in North America and listed on the Fortune 500 (NYSE: LAD). Drive your career forward with roles in Sales, Finance, Service, Technology and Corporate. With thousands of vehicles and hundreds of locations, the career possibilities are endless. Join us as we accelerate towards growth in automotive and beyond!

Requirements

Experience in high-volume, full-cycle recruiting (automotive or retail a plus)
Strong ability to build relationships and influence at all levels
A proactive, results-driven mindset with a sense of urgency
Excellent communication and organizational skills
High attention to detail and ability to manage multiple priorities
Proficiency in Microsoft Office and applicant tracking systems
Associate’s or Bachelor’s degree in HR, Business, or related field
High School graduate or equivalent, 18 years or older required.

Responsibilities

Partner with hiring managers to define selection criteria for open positions and select the best candidates for hire
Collaborate with hiring managers across various departments to ensure a seamless and effective recruitment process
Coach hiring managers on effective interviewing, candidate feedback, and selection processes
Provide hiring managers with detailed summaries on all screened candidates
Source talent through active and passive methods, including events, databases, referrals, and direct outreach
Screen all candidates for culture-fit, quality, and long-term potential
Ensure a positive candidate experience through clear and timely communication from sourcing through onboarding
When possible, prioritize hiring culturally aligned talent over experience and trainable skills
Collaborate with Talent Acquisition Managers to proactively anticipate internal movement and plan for future openings
Maintain long-term relationships with high potential hires ensuring role satisfaction
Recruit and align high potential candidates to early career pipeline programs including internships, rotational programs, and technician apprenticeships
Build and maintain talent pipelines for future hiring needs
Collaborate with store leadership to convert early career talent into hires and identify opportunities to leverage pipeline programs
Build and maintain partnerships with schools and other market partners
Represent the organization at career fairs, recruitment events, and other community outreach initiatives