Talent Acquisition Partner

Group 1 Automotive, Inc.•Anaheim, CA

3d•Hybrid

About The Position

Group 1 Automotive, Inc. (NYSE: GPI) is a Fortune 250 leader in global automotive retail, operating more than 250 dealerships and collision centers across the United States and United Kingdom. As the 4th largest dealership group in the U.S., Group 1 delivers a fully integrated automotive experience, including vehicle sales, financing, aftersales service, and digital retail solutions. As the automotive industry continues to evolve, Group 1 is investing in the people, technology, and operational excellence needed to shape what comes next. Our work is grounded in a simple belief, that a better experience for customers starts with an exemplary experience for employees. At Group 1, our commitment is to keep finding smarter ways to serve our customers and support one another. We believe great careers are built in environments where people are trusted, challenged, and given room to grow. If you share our core values of integrity, transparency, professionalism, teamwork, and respect, you can get more with Group 1. More opportunity. More support. More ways to build a career that moves you forward. The Talent Acquisition Partner is a market-embedded, full-cycle hiring strategist responsible for leading talent acquisition efforts in their assigned market. This role is a true business partnership focused on modernizing hiring practices, influencing adoption of new processes, and delivering a high-touch, white-glove recruitment experience to both hiring leaders and candidates. Serving as the face of Talent Acquisition in-market, this person will drive execution, influence store leadership, and elevate hiring outcomes through consistent process adoption, proactive sourcing, talent pipeline strategies, data-backed decision making, and ongoing partnership. This role requires strong change management capability, problem solving, and the confidence to hold stakeholders accountable to best practices in a rapidly evolving TA function.

Requirements

5+ years of experience in full-cycle high volume recruiting. Ability to manage 50+ requisitions at a time through strong time management and recruitment skills
Travel required up to 50% of the time
Hybrid work schedule: 4 days in office, 1 day work from home
Advanced sourcing: Boolean, talent mapping, passive outreach, competitive market research, etc
Strength in building pipelines through colleges, technical schools and military installations
Experience supporting 15+ stores in a market strongly preferred
Strong relationship management skills with demonstrated success driving hiring process change, influencing leaders, and creating adoption in environments with varying readiness. Must be skilled in data storytelling
Proficiency with ATS, CRM, sourcing platforms, pipeline tools, and reporting dashboards

Responsibilities

Serve as the dedicated TA partner for a defined market/region, with varying business needs, adoption levels, and hiring maturity. This is a high-volume role.
Individual contributor role that performs self-driven, able to create complex market hiring strategies
Lead process adoption and change management by building relationships with Market leadership and act as a strategic advisor. Influence hiring behavior through data discussions, talent insights, and performance metrics that guide how and who we hire
Own the end-to-end hiring process from intake to pre-boarding handoff to HR Shared Services. Deliver a consistently high-standard candidate experience reflective of our employer brand
Build and maintain pipelines for high-impact roles; reduce reliance on inbound applicants. Leverage multi-channel sourcing with passive talent, referrals, community partnerships, events, local schools/trade programs, etc
Provide bi-weekly and monthly business reviews with store and district leaders to align hiring strategy with operational goals. Review market hiring metrics, funnel performance, and aging roles to consult store leaders on action plans and bottlenecks
Meet or exceed department Key Performance Indicators like but not limited to; time to fill, applicant cycle time, funnel metrics, requisition fill rates, etc