Regional Retail Recruiter

Advantage Solutions•Charlotte, NC

5d•$58,400 - $73,000•Onsite

About The Position

As a Regional Retail Recruiter supporting Mars Snacking, you will play an important role in helping build high-performing retail teams that bring beloved brands closer to consumers every day. This is an opportunity to work at the intersection of talent and business strategy, partnering with leaders across a dynamic retail organization to support growth, strengthen teams, and create exceptional candidate experiences. You'll be part of a collaborative recruiting organization that values innovation, relationship-building, and continuous improvement while making a measurable impact on business outcomes. What Makes This Opportunity Unique? Support a nationally recognized consumer products organization with a strong market presence. Influence hiring outcomes that directly support retail execution and business growth. Partner with leaders across multiple markets and functions. Contribute to workforce planning and talent initiatives that shape the future of the organization. Join a team that values collaboration, accountability, innovation, and customer service. Build meaningful careers while helping connect consumers to the products they know and love. We're looking for someone who is: Passionate about connecting people with opportunities. Driven by results and motivated by building strong partnerships. Skilled at navigating a fast-paced, evolving business environment. Curious about talent trends and committed to delivering a best-in-class hiring experience. A strong communicator who thrives on collaboration and relationship building.

Requirements

Bachelor's Degree or equivalent experience
4+ years of full cycle recruiting experience in a professional services environment, or related field
Experience working with tools of the trade, including resume databases and internet sourcing tools, must be web savvy—Applicant Tracking System (ATS) experience highly desirable (iCims/SmartRecruiters)
Level of recruiting including Senior Managers, Directors, and Executive levels is preferred
Strong computer skills including proficiency with Microsoft Word, Excel, PowerPoint, Access, Outlook, and web-browsers

Responsibilities

Consult and provide guidance to hiring managers concerning full lifecycle recruitment, including identifying position(s), determining job specifications, developing sourcing strategy, assessing talent, recommending candidates for hire, negotiating offer, and closing acceptance. Act as expert advisor on sourcing, interviewing, and selection strategies and best practices.
Exercise discretion and independent judgment in formulate search methodology and sources of potential candidates (e.g., proprietary database systems), and identify target pool of candidates through independent analysis and screening of prospective candidates.
Provide guidance to hiring manager relative to market salary data, organizational development opportunities (internal employees), and potential target pool of candidates, as well as which candidates on which to focus.
Make recommendations for hiring from pool of candidates from pool of talent identified and gathered by Professional Recruiter.
Partner with hiring managers, review business plans to effectively prioritize recruiting activities to meet business needs with an eye to both current and future needs and competencies.
Deliver a consistent, high quality candidate and client experience through professionalism and integrity in all contact with applicants, hiring managers, and colleagues.
Consult with hiring leader to establish job specifications, qualifications and a realistic skills profile and establishing candidate ranking criteria in light of market conditions and available pools of talent, as known to Recruiter and based on exercise of discretion and independent judgment.
Develop and implement appropriate talent acquisition strategy to reach and attract a diverse pool of high quality candidates.
Review information provided by prospective talent, and assesses written qualification versus job specifications for appropriate skill sets to qualify or disqualify candidates.
Conducts pre-screening interviews based on criteria developed specifically for that role or position. Interviews candidates for core competencies, leadership competencies, cultural fit and future potential. Provides information on the company and job opportunities.
Exercise discretion and independent judgment to evaluate candidates against job requirements, and criteria jointly established through consultation with hiring leader, engage candidates on the opportunity and select best qualified candidates for the hiring leader.
Make recommendation to hiring manager regarding appropriate offer(s) in light of market conditions.
Negotiate offers with candidates. Manage candidate expectations in regards to pay, benefits, culture, and career path.
Proactively conduct independent research to gain full understanding of market internal business client operates within to ensure correct search methodology, including the source(s) of potential talent is formulated. Explore new, creative and unique was of sourcing candidates.
Develops an individualized 360-degree approach based on critical thinking skills to identifying potential candidates from advertising, database mining, cold-calling, industry networking, and referral sources to include a full, diverse scope of potential candidates for each individual job sourced.
Reflective problem solving, and thoughtful decision-making skills are required to, among other things, build individual search strategies. Anticipate recruitment problems, consider new sources of labor supply, and improve recruitment methods.
Actively participate in providing feedback and recommendations for improvement.