Specialist I Home Office Recruiting

This role is the primary recruiter for the Hannaford home office. This role is expected to be a brand ambassador and is responsible for posting open roles, sourcing and identifying talent, completing pre- screens for hiring managers, scheduling interviews, completing all hiring tasks, and onboarding associates into the home office ensuring a strong candidate and new associate experience. It plays an integral part informing Hannaford Talent strategy and direction.

Primary Duties and Responsibilities:

• Responsible for the hiring process from start to finish, including but not limited to: sourcing, identifying, hiring and onboarding top talent for assigned roles within the home office.
• Active brand ambassador in the greater Maine and/or New England market; this role must create strong talent pipelines and networks by staying well connected with businesses and top talent who currently have or may have an interest in working for Hannaford.
• Ensures compliance with company policies and procedures, supports company mission, values and upholds standards of ethics and integrity.
• Subject matter expert for all recruiting practices and processes, ensuring they're in compliance with federal, state and local law(s). This role is also serves to educate and inform hiring managers on any related state and local laws they need to be aware of and/or advised on.

• This role is also responsible for any and all administrative recruiting support, including but not limited to: candidate and market research, completing background checks, pre-screens, scheduling next- round interviews for hiring managers, candidate management and rejection letters, etc.
• This role also serves as the hiring manager's key consultant for any and all questions relative to the hiring process. They also are the conduit between hiring manager and candidate throughout the touchpoints of a candidate's journey. This role needs to ensure candidates have a great experience and receive appropriate feedback and communication throughout the candidate journey. If there are themes, opportunities, and successes within the journey, this role is responsible for identifying and coaching hiring managers as needed.
• Well-versed on Hannaford's total rewards offerings, including relocation eligibility and administration for the brand.
• Fosters, grows and leverages business partnerships with all levels within the organization.
• Maintains and identifies new and innovative sourcing strategies that assist with talent acquisition activities (i.e. Employee Referral Program, Diversity partnerships, etc.).
• Identifies and measures outcomes that support a ROI on all related projects and recruiting activities.
• Sources candidates through a variety of cost effective methods (job postings, employee referrals, job fairs, internet searches, public organizations, networking, job boards, college recruitment, advertisement, etc.).
• Plans, manages and executes hiring events.
• Partners with the Total Rewards Analyst on generating an offer and is responsible for presenting the written offer.
• Manages a large requisition load.
• Initiates onboarding process with the hiring manager and new associate. Welcomes and onboards new associates on Day 1. This role needs to have a relative understanding of key activities within onboarding including but not limited to: how to access benefits, how to order a laptop, name tag ordering, etc.
• Responsible for continuous assessment and improvement of recruiting and onboarding processes and practices.
• Has strong knowledge of all Hannaford strategies (business and HR), core values, Hannaford associate value proposition, etc.

Qualifications and Experience:

• 1-3 years' recruiting experience for a variety of positions and disciplines.
• Knowledge of or experience in the retail grocery industry.
• In-depth and working knowledge of recruitment best practices, and local and federal employment laws and regulations.

Preferred:

• Bachelor's degree in Human Resources, Business Administration, or Psychology
• Background in building and/or reengineering staffing processes and programs a plus
• Five or more years of experience in full lifecycle recruiting for a variety of positions or preferred equivalent experience