Full Job Description
This position is key to the successful recruitment and selection of the highest quality candidates and attracting the best and most qualified team members to Bob Evans Farms. The incumbent develops, implements and executes a variety of cutting edge and unique sourcing strategies to drive candidates to the Bob Evans Farms organization.
Successfully develop and execute cutting-edge sourcing strategies which drive both active and passive candidate flow in response to open positions in a high demand results-driven environment to support the manufacturing, transportation, and plant operations teams.
Creates partnerships with local and national community organizations and sourcing avenues specific to manufacturing, transportation, and plant operations to create a current and future pipeline of candidates.
Assists in developing and executing strategies to enhance recruiting process. Screens potential applicants for qualifications as compared to job requirements.
Works collaboratively with HR and business leaders to create talent acquisition strategies based on business goals, succession planning inputs, and anticipated turnover.
Aids in coaching, development and mentoring other team members.
Strong ability to leverage external networks and maintain and build relationships with both active and passive candidates. Ensure world class candidate experience.
Conducts preliminary interviews of qualified candidates. Refers acceptable candidates for the next level of interview, as well as coordinating the actual interview.
Consults with department leaders regarding all openings and qualified candidates. Makes hiring recommendations and extends and negotiates offers of employment to selected candidates. Generates offer letters documenting employment conditions.
Builds strong, consultative relationships with business leaders to ensure the ability to influence, guide, and drive the recruiting process.
Ensures that all efforts toward recruitment are affirmatively acted upon without regard to race, sex, religion, national origin, veteran status, or handicap, and all aspects of the recruiting and hiring process are carried out in accordance with Bob Evans Farms policies, procedures, and guidelines.
Reduces the reliance of third-party recruitment agencies by executing accountabilities consistently. Responsible for achieving expected outcomes/established goals.
Gathers information, analyzes results, and develops strategies under the direction of the Sr. Director of Organizational Effectiveness & Talent Management.
Builds and maintains open lines of communication with the Human Resources & Talent Management teams and business leaders.
Apply and maintain appropriate metrics to continuously improve the talent acquisition process.
All other duties as assigned.
Bachelor’s degree in Human Resources, Business or related field; or equivalent combination of education and experience
8+ years of consultative recruiting experience with a minimum of 3- 5 years of consultative recruiting experience within the manufacturing industry, food manufacturing would be excellent experience
Experience building and utilizing a variety of sourcing plans and tools, including proactive phone, internet and referral research
Excellent oral and written communication skills
Excellent project management skills to include managing and prioritizing multiple searches, projects and client relationships
Strong knowledge of talent acquisition technology, iCIMS and LinkedIn experience preferred (ATS, social, mobile, etc.)
Excellent computer skills (MS Office, Word, Power Point, and Excel) and an understanding of technology opportunities
Strong interpersonal and interviewing skills
Strong analytical/problem solving skills
Strong planning and organization skills with a focus on delivering results
SHRM-CP or PHR credentials preferred, but not required
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)