Talent Acquisition And Retention Manager

Description

Position Information: The Talent Acquisition and Retention Manager (TARM) reports directly to the VP of Organizational Development (OD) and is responsible for analyzing staffing needs and the development/implementation of cost-effective recruitment strategies, new hire training facilitation, and annual retention activities. The TARM is a high-energy, engaging leader with a keen ability to attract, identify and assess top talent candidates that will reflect the company’s culture and values.

Areas of Emphasis

• Exemplify the Thomas Automotive Core Values: Positive, Trustworthy, Motivation, Compassion, and Dedication
• Understand the Thomas Core Focus of “Bringing Integrity to the Automotive Industry” and “Building Trust and Confidence through Exceptional Service”
• Learn, Understand, and incorporate the Thomas philosophy of doing business into all daily activities related to customer and coworker relationship management

Successfully Maintain the following accountabilities

• Conduct Recruiting and Outreach initiatives
• Conduct candidate assessments and interviews for potential candidates
• Create employee evaluations and manage retention activities for the company
• Develop, facilitate, and certify completion of onboarding training
• HRIS and LMS systems Management and Compliance

Requirements

Duties and Responsibilities

Greet every customer, every day

Maintain high ethical standards when dealing with customers, co-workers and vendors

Put safety first. Adhere to all Safety Policies, Procedures and Personal Protective Equipment standards

Maintain a disciplined and proactive daily schedule for conducting managerial duties, including, recruiting of talent, retention/evaluation of existing staff

Establish and meet staffing opportunities in all business units in a timely manner to reduce/eliminate lost productively due to open positions

Develop relationships with high schools, vocational/technical schools, and college/universities in order to recruit talent to the organization

Participate in regional job fairs, symposiums, councils, and boards in order to enhance relationships in the communities served by Thomas Automotive

Assist in analyzing staffing needs and develop/implement cost-effective recruitment strategies

In-depth knowledge of recruitment processes (strategy of search, candidate sourcing, resume screening, networking & interviewing skills)

Create / manage reward frameworks including data management, policy compliance, communications and partnering with other areas of Human Resources/Organizational Development

Coordinate interviews with hiring managers, including the routing of schedules and resumes, making travel arrangements, when necessary, and gathering interview feedback; negotiate employment offers in partnership with senior management, hiring managers and the HR Department

Hand-off employee lifecycle process in HRIS to HR Department

Work with Performance and Managers to develop onboarding training plans and accesses for new hires

Complete / Coordinate /Schedule required pre- and post-employment offer screenings, clearances, and appointments as required

Conduct training and staff development opportunities as required

Maintain positive business relationships with Hiring Managers and their teams

Participate in management meetings as requested

Maintain a positive and proactive work environment

Maintain a safe and clean workspace, as well as ensuring the entire facility is orderly, clean and free of hazards

Qualifications: Bachelor’s degree or five or more years of related experience. Human Resources degree preferred. Ability to read and comprehend instructions and information. Supervisory experience preferred. Professional personal appearance. Excellent communication skills in person, on the telephone, and in writing. Will be trained on all dealership computer systems. Working Conditions: Will move about the dealership, both indoors and outdoors, to consult with employees and customers. May need to leave the dealership periodically to attend outside functions.

Note: This is not necessarily an exhaustive list of responsibilities, skills, duties, requirements, efforts, or working conditions associated with the job. While this list is intended to be an accurate reflection of the current job, the dealership reserves the right to revise the functions and duties of the job or to require that additional or different tasks be performed when circumstances change (i.e., emergencies, changes in personnel, work load, rush jobs, or technological developments).