Sr. Recruiter, G&A (Operations, Sales, Finance)

Kinder's•Walnut Creek, CA

6d•Onsite

About The Position

At Kinder's, hiring is considered one of the most important investments in the business. As a Recruiting Partner, this role goes beyond filling positions to growing teams, influencing leaders, and building the organization for future growth. This position acts as a trusted strategic partner to business leaders across HQ functions such as Finance, Creative, Brand, IT, Supply Chain, Operations, and Commercial. The role involves partnering closely with leaders to understand business priorities, develop proactive talent strategies, and achieve exceptional hiring outcomes while continuously improving attraction, assessment, and hiring processes. The ideal candidate combines strong recruiting expertise with business acumen, consulting skills, and a passion for building scalable talent solutions, thriving in ambiguity, influencing without authority, and evolving the Talent function into a competitive advantage.

Requirements

6+ years of progressive Talent Acquisition experience, including experience partnering directly with business leaders.
Demonstrated success supporting Corporate and G&A functions including Finance, Human Resources, Marketing, IT, Operations, Supply Chain, and Legal.
Experience operating as a strategic advisor rather than solely an order-taking recruiter.
Strong business acumen with the ability to connect hiring decisions to organizational priorities.
Excellent consultation, influencing, and stakeholder management skills.
Expertise in competency-based interviewing and structured selection methodologies.
Proven sourcing expertise with experience engaging and converting passive talent.
Experience interpreting recruiting metrics and using data to drive decision-making.
Ability to thrive in fast-paced, high-growth, evolving organizations.
Experience using Greenhouse or comparable ATS platforms.

Nice To Haves

Experience in high-growth Consumer Packaged Goods, food manufacturing, private equity-backed, or startup environments.
Experience supporting organizational design, workforce planning, or strategic talent initiatives.
Familiarity with California employment practices and employment law.

Responsibilities

Serve as the primary Talent Strategy Partner for assigned business functions, developing deep knowledge of organizational priorities, team structures, and future talent needs.
Partner with leaders to translate business objectives into hiring strategies, workforce plans, and talent roadmaps.
Consult with hiring managers on organizational design, succession considerations, market trends, and role definition.
Challenge assumptions and provide thoughtful recommendations that improve hiring outcomes and organizational effectiveness.
Influence hiring decisions through market intelligence, talent insights, and data-driven recommendations.
Lead full-cycle recruitment from workforce planning and intake through offer acceptance and onboarding transition.
Facilitate strategic intake sessions that define business outcomes, required capabilities, leadership competencies, and long-term growth potential.
Elevate structured interview processes that consistently identify high-performing talent aligned to Kinder's values.
Drive alignment among interview teams while ensuring timely, objective, and high-quality hiring decisions.
Manage multiple searches simultaneously while balancing speed, quality, and candidate experience.
Develop proactive sourcing strategies tailored to business priorities and competitive talent markets.
Build long-term pipelines for critical capabilities and future leadership needs.
Leverage market intelligence to advise leaders on talent availability, compensation trends, organizational competitiveness, and hiring strategies.
Continuously evaluate sourcing effectiveness and adapt strategies to changing market conditions.
Deliver an exceptional candidate experience that reflects Kinder's culture and values.
Represent Kinder's as a brand ambassador through authentic storytelling and thoughtful engagement.
Coach interviewers on structured interviewing, inclusive hiring practices, and effective candidate evaluation.
Gather candidate feedback and identify opportunities to continuously improve our hiring experience.
Identify opportunities to improve recruiting operations, processes, systems, and hiring manager experiences.
Partner with Talent, People Partners, and People Operations to enhance recruiting programs and operational excellence.
Contribute to recruiting improvements, interview frameworks, scorecards, and hiring standards.
Analyze recruiting metrics to identify trends, forecast hiring challenges, and improve organizational performance.
Champion continuous improvement by leveraging technology, automation, and scalable processes.