Manager, Talent Acquisition
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AI Summary
The Talent Acquisition Manager (TAM) is the core business partner to the Regional Vice President (RVP) and is responsible for creating the overall recruiting plan for a region, in partnership with the RVP and Human Resource Manager (HRM). The TAM creates sourcing strategies to ensure the right quality and quantity of candidates for all hourly and management cafe positions. The TAM partners with the operational leaders to understand the staffing needs of individual cafes and markets and builds regional plans to meet the business needs.
Duties & Responsibilities:
- In partnership with the RVP and HRM, evaluate regional/market/cafe needs and prioritize plans and action items to address them. Develop and execute effective sourcing strategies, adapting in real- time to shifting needs and market challenges.
- Monitor cafe staffing, providing consistent feedback, direction, and recommendations on where to proactively apply strategies to ensure Area Operating Partners (AOP) and cafe managers have necessary support to address hiring needs. This includes diagnosing “hot spot cafes” and providing recommended solutions that deliver high quality results.
- Ensure a solid pipeline of candidates. Oversee the execution of the sourcing, screening, and interviewing processes to ensure a high-quality candidate experience.
- Partner with the Talent Acquisition Department and Hourly Sourcing Team to provide solutions that affect the processes and create sourcing strategies to ensure adequate candidate flow.
- Execute and champion process and/or program enhancements and support assigned special projects to completion. Actively participate in the rollout of new programs and processes to designated audiences.
- Provide guidance and training on existing recruiting processes, systems, and best practices, as needed.
- Support “speed to engage” and “speed to hire” processes to ensure a great experience for both candidates and hiring managers that ultimately result in higher associate retention.
- Demonstrate fiscal responsibility by managing expenses within established budget parameters.
- Regularly participate in leadership calls and meetings to review staffing needs, plans, and performance ensuring alignment, communication, and follow up with internal clients.
- Develop a working and in-depth understanding of Panera’s retail business to ensure that Talent Acquisition processes and systems add value to, and drive, business outcomes.
- Will support in leading the regional Sourcing Specialist by providing direction, development, and feedback on an ongoing basis to achieve Talent Acquisition goals for the retail team.
Qualifications (Education & Experience):
- Education Level: Bachelor's degree preferred.
- 2-4 years restaurant or retail recruiting preferred.
- Knowledge of HR practices, applicable employment, labor, wage laws, and EEO regulations preferred.
- Excellent communication skills, both written and verbal.
- Independent professional with outstanding interpersonal skills and demonstrated ability to build, manage, and maintain a network of collaborative relationships with internal clients, candidates, colleagues, and vendors.
- Self-motivated. Able to work independently and meet established deadlines, with strong follow-up skills.
- Experienced with sourcing/recruitment strategy development and problem solving.
- Workforce planning experience preferred.
- Experience with Applicant Tracking Systems (ATSs), Candidate Relationship Management (CRM) systems, and other recruiting technology. Workday & Phenom People experience a plus.
Working Conditions:
- This is a work-from-home role and travel is up to 15%. Day and overnight travel, as needed, to perform talent acquisition duties in the field and to attend occasional team and/or corporate events and meetings.
Physical Requirements:
- While performing this job, the incumbent is regularly required to stand, sit, talk hear & use hands and fingers to operate keyboards. May require lengthy time in bakery-cafe.
Competitive Pay $71,101 to $85,321 annually.
The actual pay offered will be determined by multiple factors, including but not limited to the candidate’s relevant experience, job-related knowledge, skills, and geographical location. Individual compensation decisions are dependent upon the facts and circumstances of each position and candidate.
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