The Recruiter is responsible for full-cycle salaried hiring primarily for the marketing function and HR. This role partners closely with Human Resources to manage the end-to-end hiring process, supporting hiring managers at all levels. The Recruiter will serve as a strategic talent adviser and staffing consultant, offering recruiting solutions and recommendations to address hiring challenges.
Key Responsibilities:
🔹 Strategic Recruitment & Process Management
- Create and execute staffing strategies in collaboration with Human Resources, Department Sponsors, and Hiring Managers.
- Manage requisition workload for a specific business area, handling sourcing, screening, interview coordination, and selection.
- Facilitate the full hiring process from initial requisition through offer acceptance.
🔹 Talent Attraction & Pipeline Development
- Attract high-potential employees to support Sazerac's performance standards and fiscal year growth goals.
- Build and maintain a strong pipeline of top-tier candidates using methods such as targeted research and cold calling.
- Actively participate in the LFE Recruiting Program to enhance recruitment efficiency and access to top talent.
🔹 Consultative Talent Advising
- Provide consultative, strategic guidance to hiring teams, identifying and securing top market talent.
- Align talent acquisition strategies with Sazerac’s human capital and business objectives to drive optimal results.
- Observe candidates during the selection process and help identify skills and competencies to be developed post-hire.
- Understand and align with the company’s succession planning needs to source talent for future growth.
🔹 Compliance & Diversity
- Ensure full compliance with regulations related to applicant screening, interviewing, and selection.
- Maintain knowledge of EEOC, OFCCP, and relevant state and federal hiring regulations.
- Support company affirmative action goals and proactively work to ensure a diverse candidate pool.
🔹 Development Planning & Succession Alignment
- Communicate personal career goals to your manager and execute a career development plan accordingly.
- Work with your manager to develop a prioritized PDS plan with clear tangible signs and measurement tools in place to assess personal progress.
