Vacancy caducado!
VP or SR Director of Talent Acquisition Will relocate if needed DESCRIPTION
Must have Restaurant experience The candidate must have high-volume experience within a hospitality or fine dining hospitality group that understands and is well connected within the industry. The role is a very hands-on position that requires travel, managing recruitment systems (ATS), and will manage a Talent and Engagement Manager based in Las Vegas. Preferably, this person comes from a growing hospitality company in a fast-paced environment driven through culture and results. We are open to having this field-based, preferably in any major city we operate (Las Vegas, Dallas, Miami, Denver, DC, Chicago, Los Angeles), but not a requirement for consideration.- Oversee the company's recruitment process across all outlets - talent sourcing via online databases, contact lists, employee referrals as well as passive candidates through networking, cold calling, and internet research
- Responsible for staying current on industry news, trends and best practices as related to our current sourcing and staffing needs
- Interview and make recommendations for hire for management-level employees, recommend viability of internal promotions or transfers. Works extensively with restaurant management, Corporate Operations team and Corporate HR team
- Hands-on oversight for college campus recruiting program including attending job fairs, networking events and panel discussions
- Establish and cultivate networking relationships with industry organizations
- Assess and implement recruiting tools, defining key processes and service level standards
- Oversee Corporate career webpage
- Responsible for filling each property's compendium
- Direct hiring activities and strategies for all positions
- In partnership with the corporate HR team, leads recruitment for corporate positions
- Oversee the recruitment and interviewing of candidates for all hourly positions
- Aware of all terminations and resignations
- Implement and maintain apprenticeship and international internship programs; maintain relationships with partner agencies
- Manage culinary externship program; maintain culinary school relationships
- Spearhead the recruitment of, and liaise for, Manager Trainee candidates, J-1 candidates
- Implement and maintain externship programs
- Oversee the social media of the recruiting department
- Participate in weekly meetings as needed
- Review staffing levels
- Travel on recruitment trips as directed
- Monitor turnover and increase retention; provide statistics on attrition rates
- Provide statistics on the success of interview-to-hire rates
- Responsible for full-cycle recruitment support for each property's hourly staff compendium; to include the composition of and extend approved offer letters for hourly positions
- Direct and oversee all recruitment activities and strategies for all outlet hourly positions
- Aware of all terminations and resignations
- Assists to maintain successful externship, apprenticeship programs, and international employment programs (J1s)
- Monitor turnover and collaborate/participate in retention efforts
- Participate in weekly manager meetings
- Review and maintain staffing levels
- Travel on recruitment trips as directed
- Assists in the administration of training programs (MIT)
- Assists in social media updates
- Attends Job Fairs, responsible for all follow up
- Fosters and maintains relationships with Culinary and Hospitality Schools
- Send candidates through background and drug, if applicable
- Communicate status of hiring path to Chef and GM daily
- Assists in all new hire paperwork as needed
- Issue welcome letter and training schedule if needed
- Confirm offers are consistent with job codes & pay rates
- Responsible for full-cycle recruitment support
- Review compendium
- Create a point of contact with host property
- Conduct Market salary analysis, every quarter!
- Develop recruitment plan including job fair coordination, organize, advertise, attend and manage all Job Fairs
- Identify job fair space and set up. Responsible for Job Fair workflow, collateral supplies and staffing for the job fair events
- Drafts and circulates for approval all corporate and outlet job descriptions
- Drafts Recruitment and Pre-opening HR SOPs for managers
- Drafts all employee offer letters, and job descriptions templates for openings.
- Follow the recruitment plan & begin hiring process.
- Organize and coordinate and implement critical path for all Recruiting-related pre-opening items. Responsible for completion of all Recruiting related items.
- Participate in all Critical Path Operations Meetings. Collaborates daily with Operations, Finance, PR and Development in preparation for new outlet openings.
- Manage all advertising for open positions in pre-opening. Set up advertisements, and other ads for other local outlets. Confirm advertisement verbiage with VP of PR ensuring that all communication from the property is consistent group image and standards.
- Responsible for the oversight of placement of ads, screening of resumes and coordinating preliminary interviews for Kitchen and Dining Room pre-opening employee recruitment and selection process for non-exempt staff in, following organizational and budget guidelines.
- Devise all staff communication with regards to TBNT, progress updates, offer letters, uniform requirements and expectations for notice and training.
- Prepare and update any pre-employment tools and quizzes. Train managers on the process, rating standards, and expectations.
- Facilitate the recruitment, interviews, and identification of General Manager and Chef.
- Model collaborative behavior to strengthen partnership bond with the operations team
- In partnership with HR, manages Staffing Master, job descriptions, offer letters and TBNT communication.
- Participate with GM in interview all management and line associates, as necessary.
- Assist Operations Team in assembling, coordinating and on-boarding Task Force employees
- Works as a resource for staff questions regarding anything employment-related. Researches answers and provides explanation materials as necessary.
- Bachelor's degree and a minimum of 5 years of progressive talent acquisition experience with preference given to those recruiting in outdoor or hospitality industry.
- Demonstrated expertise sourcing, recruiting and placing talent from a multi-source pipeline.
- Creative writing and communication skills to effectively draft recruitment communication to candidates.
- Expert knowledge in full life-cycle recruitment, including thorough pre-qualification screening, behavioral interviewing and closing professional level candidates across multiple levels and disciplines.
- Ability to set and balance short- and long-term priorities and remain focused within a rigorous, fast-paced and dynamic environment.
- Can connect and communicate with all candidates, from a C-level to seasonal camp staff and those community organizations serving those levels
- Experience evaluating, selecting and implementing applicant tracking systems/tools.
- Proven experience in reducing or eliminating the use of outside recruiters.
- Superior written and verbal communication and negotiation skills.
- Proficiency in successfully handling and resolving issues, disagreements and disputes that impact or impede relationships between recruiting team and hiring managers.
- Expertise in suggesting and selling new and effective alternatives to current recruitment practices based on business dynamics and needs.
- Effective in presenting oneself as a business partner to gain trust and respect of hiring teams.
- Expertise in managing and prioritizing the intake of new job requisitions to gain efficiencies and set clear expectations for deliverable with the hiring manager.