Talent Acquisition Manager

Four Seasons Hotels and Resorts•Santa Barbara, CA

2d•$80,000 - $85,000•Onsite

About The Position

The Talent Acquisition (TA) Manager will lead the recruitment function for the opening of the Resort. They will be a pivotal part of the People and Culture team, reporting directly to the Director of People and Culture. They will be responsible for developing and managing a TA strategy for Four Seasons Resort The Biltmore Santa Barbara. The TA Manager will take ownership and be fully responsible for full cycle recruitment for all hourly openings, assistant manager roles, department head level roles, and up to Planning Committee Role. They will build strong relationships with the People and Culture Team, hiring manager, and Planning Committee to determine staffing needs. Although focused on recruitment, they will assist other People and Culture as needed.

Requirements

A minimum of five years’ experience in Talent Acquisition
A university degree in hospitality or communications or equivalent experience in human resources and talent acquisition.
Strategic thinker with the capability to see the opportunity to be a story starter on content to leverage resources with the ability to drive applicants engagement and conversions.
Strategic Recruitment Planning and Analytics and Data-Driven Recruitment skills
Strong and effective interpersonal skills, relationship building and Networking
Demonstrates ability to influence others as team leader and manage up on strategy and message, while maintaining open mind and adaptability to others' views.
Excellent communications skills (verbal and written), a keen sense of quality and a creative mind set
A self-starter that can multi-task and prioritize
Proficiency in leveraging social media networks and related monitoring tools
Candidate Assessment Accuracy, and coaching
Technological Proficiency in current and new advancements
US work authorization is required unless candidate is currently in a managerial position at a Four Seasons location.
Current Four Seasons managers may qualify for L-1 visa sponsorship.

Responsibilities

Oversee full lifecycle recruiting of top tier candidates including sourcing, screening, interviewing, providing feedback / recommendations, and assisting the candidate through offer negotiations and acceptance.
Develop creative approaches to support the Talent Acquisition Roadmap in identifying and attracting qualified, diverse, active and passive candidates for open positions and future opportunities.
Identify and leverage the right internal / external systems and tools to build talent pipeline, internet sourcing, multi-media advertising, social media, job fairs, university fairs, networking, community involvement / partnerships and third-party assistance, when necessary.
Builds appropriate and meaningful relationships with University and Colleges; including hospitality schools globally.
Build talent pipeline for critical and confidential leadership positions.
Leverage Workday (HRIS) to maintain accurate and well-ordered documentation on candidate pipelines and recruiting activities.
Ensure outstanding candidate experiences throughout the interview, offer, and onboarding process.
Partner and build strong relationships with the leadership team and global talent acquisition team to determine business staffing needs.
Develop and implement cost effective recruitment plans that minimize time-to-fill, optimize fit and retention and place top-quality, diverse candidates in open positions.
Review team performance and coaches weekly to ensure we are hitting all key talent acquisition metrics which includes time to fill.
Provide counsel to hiring managers on matters pertinent to internal mobility and external hiring to ensure adherence to established company policies and procedures; and compliance with California Labor Laws.
Recommend, and manage local third-party vendors, headhunters, and job Boards.
Ensures the manning guide is accurate and reflects the budget for the year.
Manages internal communication of candidate activities and progress reports to all stakeholders (candidates, hiring managers, internal notice boards, Microsoft Viva Engage, etc.)
Measure and report on talent pool KPIs, including throughput, candidate experience and successful hires.
Leverage employer branding and proactively looks for innovative and new industry best practices with recruiting, interviewing, and sourcing to ensure we are hiring top talent, managing silver medalists and applicant regrets / referrals.
To assist with general People and Culture activities, including correspondence, recruitment and selection of placement and work experience students, exit interviews, social events coordination, etc.