Talent Acquisition Partner

Sysco

1d•$78,000 - $117,000•Hybrid

About The Position

The Talent Acquisition Partner (TAP) is fully responsible for the sourcing, recruiting, selection and hiring process at Sysco. The TAP manages a full desk recruiting approach, develops the recruiting go to market strategy and is single point of contact for the candidate, hiring manager and human resources throughout the entire process.

Requirements

Bachelor’s Degree or equivalent high volume recruitment experience
4-6 years of high-volume full cycle recruiting experience in an agency or in-house.
Proven ability to stay abreast of market and competitive trends.
Strong knowledge of data management techniques and OFCCP guidelines within recruiting.
Ability to analyze job descriptions to determine required qualifications to proactively identify qualified candidates.
Demonstrated success in implementing innovative methods to source and attract passive candidates.
Knowledge of common human resources practices, employment, and immigration laws and/or government compliance regulations as it relates to recruitment and hiring.
Strong experience with automated applicant tracking tools or software specifically in recruiting, HRIS systems (Workday preferred.), MS Word, Excel, and Outlook.
Demonstrated experience with recruitment sourcing platforms including Linkedin and Indeed to source passive candidates
Skilled with utilizing self-scheduling tools, video and text interviews
Strong influencing skills and demonstrated ability to quickly establish rapport, build credibility and create partnerships at all levels within the company.
Exceptional interpersonal, social and communications skills with strong business acumen and excellent customer service skills.
The ability to problem solve, multi-task and meet deadlines with a sense of urgency, while working in a high volume, fast-paced environment.
Ability to manage confidential information effectively, while maintaining adherence to company policies and procedures as well as federal and state laws regarding employment practices and compliance.
Knowledge of HR policies and procedures and federal and state laws regarding employment practices.
Effective interpersonal and oral communication skills with good vocabulary and good grammar.
Ability to prepare accurate, effective, complete and easily understood written communication and reports.
Ability to interpret and evaluate precedents and data and recommend solutions to non-recurring problems.
Demonstrates ability in using independent judgment in determining how to approach and solve problems.
Ability to think through multiple alternatives and potential consequences to determine the best outcome.

Nice To Haves

National Agency or Corporate/Shared Services centralized-recruiting experience in high volume/full desk environment.
Experience working with Workday Recruiting.
AIRES Training / Certification

Responsibilities

Create, execute, and deliver on comprehensive recruiting strategies to attract and source qualified diverse candidate pools for consideration, including posting, LinkedIn and other site sourcing, social media sharing, networking, referrals, sponsored job marketing campaigns, silver medalists, etc
Drive recruiting process with timely engagement with candidates and hiring managers to facilitate review of qualified candidates, conducting phone screens, calibrating with hiring managers to select candidates for team interviews, scheduling interviews with candidate and multiple rounds with hiring managers, panel interviewers and then final rounds. Interviews may be via Teams, In-Person local or In-Person travel in from out of area.
Calibration with hiring team on selecting the candidate to offer.
Lead the selection process by preparing a Side by Side offer recommendation (all outside of Workday) to list the candidates compensation expectations (if internal a before and after on compensation). Gathering a meaningful list of comparable associates to use as a decision point related to experience and compensation. Reviewing the pay band and proposing a recommendation based on our pay philosophy and then shepherding the process through to the hiring manager and HRBP to make sure all parties are aligned.
Once aligned outside of Workday the offer is verbally extended and if accepted, TA then routes the offer through Workday to create the actual offer letter and send to candidate for formal acceptance. If there is a counter-offer, the whole process is reviewed again.
Complete the hiring process by – dispositioning all of the not-selected candidates. For internals – working with hiring manager and HR to ensure conversations are completed and if an internal is selected, TA works with both sending and receiving manager to agree on transition date and align to the beginning of a pay period for the start date.
Moving new hire through to background check process and on to ready for hire.
TA stays with the candidate until they actually start and manages and redirects all technical issues related to new hire starting; including fielding welcome letter questions, new hire equipment questions. etc.