Talent Acquisition Manager

Spring Footwear Corp•Pompano Beach, FL

2d•Onsite

About The Position

Build the Team Behind Spring Footwear's Next Chapter of Growth. Since 1991, Spring Footwear Corporation has built a diverse portfolio of footwear brands and long-standing relationships with retailers throughout the United States. Our business is primarily B2B wholesale, supported by relationships with specialty retailers, department stores, and other national and regional accounts. At the same time, our Direct-to-Consumer business is growing rapidly through ecommerce, marketplaces, and our expanding retail store network. Today, Spring Footwear operates a multi-channel business that includes: A substantial B2B wholesale organization, Growing ecommerce and digital businesses, Marketplace operations, Approximately 15 retail stores across multiple states, Corporate headquarters in Pompano Beach, Florida, Distribution and fulfillment operations in Pompano Beach. As the company continues to grow and evolve, we are seeking an experienced, highly motivated Talent Acquisition Manager to help us attract, hire, and retain exceptional people across every part of the organization. With more than 20 active open positions, this is a highly visible and hands-on role working directly with the CEO and COO. We are looking for someone who can build a strong recruiting engine- not simply post jobs and process applications.

Requirements

5+ years of talent acquisition, corporate recruiting, agency recruiting, executive search, or related experience.
Demonstrated success managing multiple searches simultaneously.
Strong direct-sourcing and passive-candidate recruiting capabilities.
Experience recruiting both professional and management-level positions.
Strong interviewing and candidate-assessment skills.
Experience using LinkedIn Recruiter, applicant tracking systems, job boards, and modern sourcing tools.
Excellent written and verbal communication.
Strong organizational and follow-through skills.
Ability to work with urgency while maintaining high hiring standards.
Comfortable interacting directly with senior executives.

Nice To Haves

Recruiting experience in consumer-facing industries, particularly: Footwear, Fashion, Apparel, Accessories, Consumer Products, Retail, Ecommerce, Beauty or Lifestyle Brands.
Experience within an organization operating both B2B wholesale and Direct-to-Consumer channels.
Understanding of the different talent requirements of wholesale sales, ecommerce, corporate functions, retail stores, and distribution operations.

Responsibilities

Own the recruiting process from initial workforce need through accepted offer and onboarding handoff.
Manage more than 20 active searches across corporate, wholesale, ecommerce, retail, distribution, and operational functions.
Partner directly with the CEO, COO, executives, and department leaders to establish hiring priorities.
Translate business needs into clear candidate profiles and compelling job descriptions.
Develop proactive sourcing strategies for difficult-to-fill and high-impact roles.
Source passive candidates through LinkedIn Recruiter, professional networks, referrals, industry contacts, job boards, and other recruiting channels.
Screen and interview candidates to assess experience, leadership ability, communication skills, motivation, compensation expectations, and organizational fit.
Present leadership with qualified candidates accompanied by clear assessments and recommendations.
Coordinate interviews and maintain momentum throughout the hiring process.
Manage candidate communication, references, offer preparation, negotiation support, and closing.
Build pipelines for future positions before hiring becomes urgent.
Recruit talent across a broad range of functions, including: B2B Wholesale Sales, National and Key Accounts, Customer Service, Retail Management and Store Operations, Ecommerce, Digital Marketing, Marketplace Management, Brand Marketing, Creative & Design, Merchandising, Product Development, Finance & Accounting, Planning & Inventory, Supply Chain, Distribution & Warehouse Operations, Information Technology, Human Resources, Corporate Administration, Executive Leadership.
Building pipelines for Store Managers, Assistant Store Managers, and other retail leadership positions.
Developing recruiting strategies for different geographic markets.
Supporting new store openings and replacement hiring.
Helping reduce retail turnover through better candidate selection.
Identifying strong internal employees who can be promoted into larger roles.
Partnering with Retail leadership to understand performance expectations and staffing needs.
Creating stronger pipelines before vacancies occur.
Work directly with the CEO and COO on important management and executive searches.
Function as an internal executive recruiter and trusted advisor to leadership for senior positions.
Create greater visibility and accountability around recruiting.
Maintain a weekly recruiting dashboard showing: Open positions, Hiring priority, Days position has been open, Candidates sourced, Candidates screened, Candidates interviewed, Finalists, Offers outstanding, Offers accepted, Positions filled, Time-to-fill, Recruiting source, Agency usage and recruiting costs.
Conduct a regular recruiting review with the CEO, COO, and appropriate department leaders.
Identify searches that are moving too slowly and immediately develop alternative sourcing strategies.
Improve the quality and consistency of job postings.
Strengthen Spring Footwear's presence on recruiting platforms.
Develop relationships with colleges, universities, professional organizations, and industry associations.
Build relationships within the footwear, fashion, retail, ecommerce, and consumer-product communities.
Create a professional and responsive candidate experience.
Help prospective employees understand our brands, culture, growth strategy, and career opportunities.
Understand why strong employees stay and why employees leave.
Review turnover trends.
Improve onboarding and new-hire integration.
Establish 30/60/90-day follow-up practices.
Identify high-potential employees.
Encourage internal promotion whenever appropriate.
Help develop succession pipelines for important positions.
Identify recurring hiring or management issues that are contributing to turnover.