(PRI) Senior Recruiter-PR

Position Summary...

What you'll do...

• Business Partnership & Influence: Advises hiring managers on talent availability, compensation band competitiveness, and time-to-fill trade-offs using
• market data and pipeline analytics. Influences interview design and candidate calibration standards by translating market context and hiring
• performance data into practical recommendations. Proactively identifies risks to hiring timelines or quality and proposes mitigation strategies before
• problems escalate. Synthesizes recruiting analytics from ATS dashboards and market intelligence tools into concise, executive-ready updates for
• stakeholder conversations. Leverages reporting tools to influence role prioritization and sequencing decisions when capacity or market conditions
• create trade-offs.
• Hiring Strategy & Workforce Planning: Builds role-level hiring strategies that align sourcing investment, interview design, and timeline targets to
• business milestone commitments and roadmap urgency. Sequences sourcing and assessment activity based on skill criticality, candidate supply
• availability, and stakeholder interview bandwidth. Uses historical pipeline data to forecast hiring velocity, identify likely bottlenecks, and set realistic
• expectations with business partners. Applies labor market data platforms to validate talent availability assumptions and challenge unrealistic hiring
• timelines with evidence. Proactively adjusts hiring strategy when market dynamics, business priorities, or pipeline performance require a change in
• approach.

  Sourcing Strategy & Market Intelligence: Designs targeted sourcing strategies for niche or critical skill sets that standard sourcing channelsconsistently underserve. Leverages market mapping, competitor talent flow analysis, and compensation benchmarking to identify and engage high-quality

• passive candidates. Coaches stakeholders on realistic candidate profiles, trade-offs between experience and potential, and the supply
• constraints that affect hiring timelines for specialized roles. Uses talent intelligence platforms to map competitor organizations, build target company
• lists, and generate talent pool insights. Builds segmented candidate pipelines using CRM automation workflows to maintain engagement across
• longer hiring cycles.
• Skills-Based Interviewing & Evaluation: Partners with hiring leaders to refine competency models, define behavioral indicators, and design structured
• interview frameworks that improve evaluation consistency and predictive validity. Identifies and surfaces potential bias risks in existing interview and
• calibration processes and recommends practical design improvements. Facilitates calibration discussions by presenting candidate comparisons
• grounded in structured rubric data and performance predictors rather than subjective impressions. Analyzes candidate drop-off data by funnel stage
• to identify evaluation steps where assessment rigor or candidate experience is creating unnecessary attrition. Tracks interviewer feedback quality and
• coaches panel members to improve specificity and behavioral evidence in their assessments.
• Candidate Experience & Engagement: Designs engagement strategies for high-priority or competitively recruited talent that go beyond standard
• process touchpoints to create a differentiated candidate experience. Partners with hiring managers to develop tailored closing narratives that connect
• Walmart’s opportunity, culture, and growth potential to each candidate’s specific motivations. Monitors candidate NPS, feedback signals, or
• experience indicators to identify breakdowns in process consistency or communication quality. Uses CRM tools to design and execute personalized
• engagement sequences that maintain candidate interest across extended hiring timelines. Analyzes candidate drop-off data by stage to identify where
• experience failures are driving qualified candidates out of the funnel.
• Offer Negotiation & Closing: Negotiates competitive offer packages using market data, internal equity analysis, and a clear understanding of each
• candidate’s financial and career priorities. Anticipates counteroffer risk and develops proactive mitigation plans, including pre-close conversations that
• surface competing considerations before the formal offer stage. Balances Total Rewards levers (for example, base, bonus, equity, relocation, sign-on)
• to construct competitive offers within band and budget constraints. Analyzes offer acceptance trends across roles and hiring manager cohorts using
• reporting dashboards to identify patterns that inform future negotiation strategy. Uses pipeline data to anticipate counteroffer risk patterns by role
• type, level, or candidate profile and adjusts closing strategy accordingly.
• Operational Excellence, Technology & Metrics: Uses recruiting funnel data to identify process bottlenecks (for example, sourcing, screening,
• assessment, offer stages) and recommends targeted workflow improvements with measurable impact. Improves reporting clarity by building custom
• dashboards that surface the metrics most relevant to stakeholder decision-making within assigned business units. Partners with Recruiting
• Operations and Technology teams on tool adoption, workflow configuration, and process enhancements that improve team efficiency. Identifies
• automation opportunities within ATS and CRM workflows that reduce manual effort without sacrificing candidate experience quality. Continuously
• evaluates process performance and proposes improvements aligned to team-level quality and efficiency goals.
• Coordinates, completes, and oversees job-related activities and assignments by developing and maintaining relationships with key stakeholders;
• supporting plans and initiatives to meet customer and business needs; identifying and communicating goals and objectives; building accountability for
• and measuring progress in achieving results; identifying and addressing improvement opportunities; and demonstrating adaptability and promoting

  continuous learning.

• Ensures compliance with company policies and procedures and supports company mission, values, and standards of ethics and integrity by
• implementing related action plans; utilizing and supporting the Open Door Policy; and providing direction and guidance on applying these in executing
• business processes and practices.

  Provides supervision and development opportunities for associates by hiring and training; mentoring; assigning duties; providing recognition; andpromoting a belonging mindset in the workplace.

• Respect the Individual: Demonstrates and encourages respect for all; builds a high-performing team; seeks, and embraces differences in people,
• cultures, ideas and experiences; creates a workplace where all associates feel seen, supported and connected through culture of belonging so
• associates thrive and perform; drives a positive associate and customer/member experience for all; identifies, attracts, and retains the best team
• members.
• Respect the Individual: Creates a discipline and focus around developing talent, through feedback, coaching, mentoring, and developmental
• opportunities; promotes an environment allowing everyone to bring their best selves to work; empowers associates and partners to act in the best
• interest of the customer/member and company; and regularly recognizes others’ contributions and accomplishments.

  Respect the Individual: Builds strong and trusting relationships with team members and business partners; works collaboratively and cross-functionallyto achieve objectives; and communicates and listens attentively, with energy and positivity to motivate, influence, and inspire commitment and action.

• Act with Integrity: Maintains and promotes the highest standards of integrity, ethics and compliance; models the Walmart values and leads by example
• to foster our culture; supports Walmart’s goal of becoming a regenerative company by making a positive impact for associates, customers, and the
• world around us (e.g., creating a sense of belonging, eliminating waste, participating in local giving).
• Act with Integrity: Follows the law, our code of conduct and company policies, and sets expectations for others to do the same; promotes an
• environment where associates feel comfortable sharing concerns and reinforces our culture of non-retaliation; listens to concerns raised by
• associates. takes action and encourages others to do the same; holds self and others accountable for achieving results in a way that is consistent
• with our values.

  Act with Integrity: Acts as an altruistic servant leader and is consistently humble, self-aware, honest, and transparent.

  Serve our Customers and Members: Delivers expected business results while putting the customer/member first and consistently applying an omni-merchant

  mindset and acts with an Every Day Low-Cost mindset to drive value and Every Day Low Prices for customers/members.

  Serve our Customers and Members: Adopts a holistic perspective that considers data, analytics, customer/member insights, and different parts of thebusiness when making plans and shaping the team’s strategy.

• Strive for Excellence: Consistently raises the bar and seeks to improve; demonstrates curiosity and a growth mindset; seeks feedback, asks thoughtful
• questions, fosters an environment that supports learning, innovation, and learning from mistakes, and intelligent risk-taking; and exhibits resilience in
• the face of setbacks.

  Strive for Excellence: Seeks and implements continuous improvements and encourages the team to leverage new digital tools and ways of working.

  En Walmart, ofrecemos un salario competitivo, así como bonos basados en el desempeño y otros grandes beneficios para una mente, cuerpo y cartera más felices. Los beneficios de salud incluyen cobertura médica, de visión y dental. Los beneficios financieros incluyen 401(k), compra de acciones y seguro de vida pagado por la compañía. Los beneficios de tiempo libre pagado incluyen vacaciones y licencia por enfermedad, de acuerdo con la política; licencia parental, licencia de cuidado familiar, duelo, servicio como jurado y votación. Otros beneficios incluyen discapacidad a corto y largo plazo, descuentos de la empresa, Pago de Licencia Militar, reembolso de gastos de adopción y subrogación, beneficios de fertilidad y más.

  ‎ 

  ‎ 

  ‎ 

  ‎ 

  ‎ 

  Live Better U es un programa de beneficios educativos pagado por Walmart para asociados de tiempo completo y de tiempo parcial en las instalaciones de Walmart y Sam's Club. Los programas van desde la finalización de la escuela preparatoria hasta los títulos de licenciatura, incluido el Aprendizaje del Idioma Inglés y certificaciones de corto plazo. La matrícula, los libros y las tarifas son pagados en su totalidad por Walmart.

  ‎ 

  Los requisitos de elegibilidad se aplican a algunos beneficios y pueden depender de la clasificación de tu trabajo y la duración de tu empleo. Los beneficios están sujetos a cambios y pueden estar sujetos a un plan específico o a los términos del programa.

  ‎ 

  Para obtener información sobre los beneficios y la elegibilidad, consulta One.Walmart en One.Walmart(en inglés).

  ‎ 

  El rango salarial anual para este puesto es $72,000.00-$140,000.00

  ‎ 

  La compensación adicional incluye bonos anuales o trimestrales por desempeño.

  ‎ 

  La compensación adicional para ciertos puestos también puede incluir:

  ‎ 

  - Acciones

  ‎ 

  ‎ 

  At Walmart, we offer competitive pay as well as performance-based bonus awards and other great benefits for a happier mind, body, and wallet. Health benefits include medical, vision and dental coverage. Financial benefits include 401(k), stock purchase and company-paid life insurance. Paid time off benefits include vacation and sick leave according to policy, parental leave, family care leave, bereavement, jury duty, and voting. Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, fertility benefits, and more.

  ‎ 

  ‎ 

  ‎ 

  ‎ 

  ‎ 

  Live Better U is a Walmart-paid education benefit program for full-time and part-time associates in Walmart and Sam's Club facilities. Programs range from high school completion to bachelor's degrees, including English Language Learning and short-form certificates. Tuition, books, and fees are completely paid for by Walmart.

  ‎ 

  Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms.

  ‎ 

  For information about benefits and eligibility, see One.Walmart.

  ‎ 

  The annual salary range for this position is $72,000.00-$140,000.00

  ‎ 

  Additional compensation includes annual or quarterly performance bonuses.

  ‎ 

  Additional compensation for certain positions may also include:

  ‎ 

  -
• Stock

  ‎ 

  Minimum Qualifications...

  Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications.

  Option 1: Bachelor’s degree in business, human resources, or related area and 2 years’ experience in human resources, talent acquisition, or related area.Option 2: 4 years’ experience in human resources, talent acquisition, or related area

  Preferred Qualifications...

  Outlined below are the optional preferred qualifications for this position. If none are listed, there are no preferred qualifications.

  Professional in Human Resources certification

  Primary Location...

  Bo. Canovanillas Carr. 3 Km 15.2, Carolina, PR 00987-0000, United States of AmericaWalmart and its subsidiaries are committed to maintaining a drug-free workplace and has a no tolerance policy regarding the use of illegal drugs and alcohol on the job. This policy applies to all employees and aims to create a safe and productive work environment.