Full Life Cycle Recruiter, Finance Recruiting

The Finance and Global Business Services (FGBS) Recruiting team is seeking a Full Life Cycle (FLC) Recruiter to leverage their sourcing, client management, strategic advisory, and talent acquisition skills to deliver for and provide guidance to our FGBS hiring managers and leaders. The FLC recruiter will be well-versed in the full recruiting lifecycle and stakeholder management, serving as a trusted partner to their aligned client teams.

This FLC will work with a team of peer RBPs, sourcing recruiters, and cross-functional partners to develop and execute hiring strategies that meet the talent needs of FGBS organizations including Stores Finance and Finance Operations. They will contribute to a collaborative team environment and a strong service-oriented culture that ensures delivery of efficient, effective, quality-driven service to internal customers and meets customer service level agreements.

Key job responsibilities

Key job responsibilities

• Creation and Execution of Sourcing Strategie(s): Own the recruiting strategy for multiple FGBS client teams. Understand the needs of your aligned hiring managers and effectively translate business priorities into actionable hiring plans. Seek differing methodologies to identify solutions for your clients.
• Use data to influence hiring and business decisions. Educate hiring managers and interviewers on best practices (e.g., unconscious bias, phone screen training, MGHD, interview calibration) to improve hiring effectiveness and metrics.
• Candidate Closing & Experience: Effectively negotiate offers and close candidates. Drive positive candidate experiences by influencing client teams to follow best practices, including effective and compliant job descriptions, clear value propositions, and excellent candidate preparation. Set accurate expectations on compensation and leveling.
• Project Ownership: Own one or more recruiting projects that improve candidate engagement, hiring process efficiency, or team operational excellence (e.g., conference selection, referral strategy, hiring events, tool adoption).
• Operational Excellence: Improve consistency of team documentation, data integrity, and reporting. Deliver analysis and reporting to stakeholders (pipeline metrics, compliance, compensation trends). Adhere to timelines, mitigate risks, and accelerate progress by driving timely decisions and clearing blockers.
• Process Improvement: Optimize cross-team procedures that improve team efficiency and hiring. Learn to drive adoption of new channels and tools.