Talent Acquisition Manager

Spring Footwear Corp•Pompano Beach, FL

2d•Onsite

About The Position

Spring Footwear Corporation is seeking an experienced, highly motivated Talent Acquisition Manager to help attract, hire, and retain exceptional people across every part of the organization. This is a highly visible and hands-on role working directly with the CEO and COO, managing over 20 active open positions. The ideal candidate will build a strong recruiting engine, not just post jobs and process applications. The company has a diverse portfolio of footwear brands and long-standing relationships with retailers, operating a multi-channel business including B2B wholesale, growing ecommerce, marketplace operations, and approximately 15 retail stores. The headquarters are in Pompano Beach, Florida, with distribution and fulfillment operations also located there.

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, and Executive Leadership.
Build pipelines for Store Managers, Assistant Store Managers, and other retail leadership positions.
Develop recruiting strategies for different geographic markets.
Support new store openings and replacement hiring.
Help reduce retail turnover through better candidate selection.
Identify strong internal employees who can be promoted into larger roles.
Partner with Retail leadership to understand performance expectations and staffing needs.
Create 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.
Work with leadership and HR to 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.