Job Description

Job Description

Director Talent Acquisition

Onsite: Port Washington, NY

This position reports directly to the Head of Talent Acquisition to enable an advanced Talent Acquisition Department. The Director of Talent Acquisition will enable the creation of recruitment strategies and processes, evaluation and implementation of systems and infrastructure as well as the hiring and management of a team of recruiters. This role is responsible for meeting service level targets across hiring manager satisfaction, candidate experience, and senior level recruitment. The Director of Talent Acquisition will also be responsible for identifying opportunities for enhancements, including the effective integration of AI into our recruitment practices. Furthermore, this role will involve facilitating the development of advanced analytics, identifying innovative outreach solutions, and recommending effective external assessment tools. This role will oversee recruiter daily activities including performance/metrics and monitor volume hiring through recruitment events. Develop SWOT assessments across recruitment for the seven North America Distribution Centers through measured cadence.

Qualifications:

• Bachelor's degree and 7 - 10 years’ in the Recruiting/Talent Acquisition; Supply Chain, Logistics, Warehouse, and Distribution Center recruitment a plus.

• Minimum 3+ yrs. managing and overseeing recruiter daily activity in a corporate environment.

• Proven expertise leading full lifecycle recruitment including performance metrics and onboarding.

• Demonstrated experience leading enterprise scale Talent Acquisition initiatives.

• Successfully interact with all levels of management in a matrixed environment.

• Skilled with balanced judgment in planning, executing, and achieving Talent Acquisition goals.

• Experience with change management practices; consistent performance in periods of ambiguity

Responsibilities:

• Lead Recruitment Strategy: Develop and implement innovative talent acquisition strategies to meet the current and future hiring needs. Partner with senior leadership to understand organizational goals and ensure recruitment efforts align with business priorities.

• Develop recruiting strategies and execution plans that align with Corporate Center and Distribution Center leaders hiring goals and labor objectives; ensure high-touch recruitment candidate experience through advanced technology. Work closely with hiring managers and department heads to identify talent gaps and ensure an understanding of specific hiring needs, preferences, and qualifications required.

• Analytics & Reporting: Leverage data to assess recruitment effectiveness, identify trends, and recommend adjustments to improve efficiency and quality. Provide regular reports to senior leadership on recruitment performance, diversity efforts, and team success.

• Compliance & Best Practices: Ensure adherence to all regulatory and legal requirements during the recruitment process, maintaining best practices for equal employment opportunity and diversity.

• Candidate Experience: Create and maintain an exceptional candidate experience that reflects the values of Global Industrial. Ensure a seamless process from initial contact through to hiring, enhancing engagement and employer brand.

• Ensure the Talent Acquisition team continuously supports the business strategy, goals, shared values, culture and philosophy of the organization.

• Convey hourly rates for non-exempt, salaries for exempt candidates, approved bonus structure, and educate hiring managers on current market rates for internal equity.

• Manage a team of recruiters in providing targeted talent pipelining campaigns for Local and National initiatives

• Work in partnership on compensation and hiring incentives that creates improved processes to decrease 30-day new-hire turnover rates.

• Assist the Recruiting Operations Leader with Best Practices for Social Media recruitment and the Mobile Application Strategy.

• Consult with the Human Resources Business Partners on staffing processes and pre-employment assessments that enables speed to hire and incoming new hire retention models.

• Build and maintain relationships with community organizations, colleges, and non-profits through outreach, identification of mutual goals, and coordinating partnership opportunities.

• Oversee recruitment for Internship program and build pipeline of early career talent. Partner with department leaders to determine future talent needs. Evaluate and revise program as necessary to support organizational growth.

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