Talent Acquisition Partner

Tire Discounters, the nation's largest family-owned and operated tire business, was founded almost 50 years ago. We are dedicated to providing exceptional automotive service with a focus on transparency and care. With nearly 2,300 team members, we offer diverse career paths, industry-leading training, and a commitment to our core values.

As a family-owned tire and automotive service retailer, our mission is to prioritize people and safety above all else. We are dedicated to delivering a "WOW" experience to our customers and team members, with a commitment to always do the right thing and challenge the status quo.

POSITION OVERVIEW

The Talent Acquisition Partner is a key contributor to the success of Tire Discounters (TD) and its family of brands, taking the lead in attracting, screening, and seamlessly onboarding new team members throughout the organization. Collaborating closely with sales and operations leaders and hiring teams within assigned regions and divisions, the Talent Acquisition Partner is dedicated to delivering an exceptional experience for both current and prospective team members.

In partnership with hiring managers, this role oversees every facet of the recruitment process, from managing job postings to sourcing and screening candidates, ensuring a thorough full-cycle recruiting approach. The Talent Acquisition Partner remains attuned to dynamic hiring needs and headcount requirements, maintaining continuous awareness of the evolving competitive landscape.

Beyond recruitment, the Talent Acquisition Partner maintains a thorough understanding of industry trends, the company's business strategies, midrange plans, organizational culture, and competition. Grounded in TD's core values, this role serves as a role model, embodying the principles that define the company's values.

ESSENTIAL FUNCTIONS:

SOURCING AND RECRUITMENT:

• Promote and market assigned Tire Discounters' and its family of brands positions via the Tire Discounts career page and other platforms for increased visibility.
• Manage assigned requisitions and postings to various job boards.
• Utilize social media platforms, resume databases, trade schools, and other networks to source new team members.
• Actively engage with prospective team members about the latest job and career opportunities with the company.
• Pre-screen potential team members for the open positions within the assigned areas.
• Consistently evaluates screened candidates and resumes to ensure the best possible candidates are progressed to meeting with the hiring manager.
• Schedule interviews and follow up with hiring managers to determine outcomes.
• Maintain consistent knowledge of the staffing landscape within the assigned markets/business. This includes current headcount and openings.

CANDIDATE EXPERIENCE:

• Cultivate positive engagement with candidates, ensuring clear communication and alignment of expectations throughout the entire hiring process.
• Conduct full-cycle recruitment, overseeing the journey from application to hiring, and ensuring timely and effective onboarding through consistent communication.
• Gather feedback from new team members to assess their opinions and overall experience, identifying trends and offering recommendations for continuous improvement.
• Contribute and participate in the hiring process by drafting offers and promoting clear communication with team members to guarantee a seamless transition into their new roles, all while ensuring alignment with approved headcount and pay bands.
• ensuring positions fall within the allowable headcount and pay bands along with drafting offers and communicating details with prospective team members.

TALENT ADVISORY:

• Collaborate with hiring managers to gain insights into their business function, aiding in the identification of qualities, qualifications, and skills sought in potential new team members.
• Communicate with all team members involved in the interview process to ensure they're well prepared for the interview process.
• Partner with hiring managers to develop and standardize role-specific interview questions, ensuring consistency and excellence throughout all interviews. Provide guidance to hiring managers on selecting the right talent, emphasizing strategies to improve new hire retention and align with overarching business objectives.
• Work alongside Regional and Zone Leadership, as well as assigned HR Business Partners, to reinforce effective recruitment approaches and tactics; establish realistic expectations and deadlines for the recruitment and hiring process.
• Lead and conduct training sessions for assigned hiring managers, tailored for scalability in a fast-paced, multi-unit environment.
• Stay abreast of local, state, and federal laws related to recruiting and interviewing. Ensure effective communication of changes and provide necessary training to keep hiring managers informed and compliant.

KNOWLEDGE, SKILLS, AND ABILITIES:

• Strong business maturity, professionalism, interpersonal, analytical, and relationship-building skills.
• Exceptional organizational skills, showcasing the ability to manage expectations and meet deadlines within a fast-paced matrixed environment.
• Strong written and verbal communication skills, collaborating effectively with internal stakeholders and external candidates to ensure a seamless process.
• Ability to effectively manage multiple recruitment requisitions and navigate competing priorities.
• Ability to provide accurate, actionable feedback and coaching to Hiring Managers, contributing to the continual improvement of the recruitment process.
• Strong process orientation, attention to detail, and proficiency in time management and organizational skills.
• Knowledge of employment laws and regulations to ensure compliance in recruitment practices.
• Strong networking abilities to build relationships with potential candidates and other recruitment sources.
• Adaptability and flexibility to navigate changes in recruitment priorities and processes.
• Self-motivated and able to work independently with minimal direct supervision.
• Proficient with Microsoft Office. Knowledge of HRIS systems and Applicant Tracking Systems, or an aptitude to learn and adapt to these technologies.
• Proficiency in utilizing Social Media Platforms (e.g., LinkedIn) to drive candidate flow.