Lead Area Recruiter and Trainer

Description

Staff Management – Actively directs the work of those ARTs under their control, holding each accountable to pre-determined standards of performance and regularly coaching each for success. It is expected that the actions of the incumbent and their assigned team will improve quality of hire, reduce employee turnover, strengthen employee engagement and increase overall productivity amongst office staff.

Talent Acquisition - Develops active and reliable talent pipeline by researching and developing relationships, and becoming familiar with community services, colleges, government/employment agencies, media and internet sites. Provides each with up-to-date information on the company, current and coming job opportunities, position descriptions, pay and benefits data. Regularly makes themselves available to speak at local job fairs and hiring events to tell the WIS story and recruit qualified talent

Talent Selection – Possesses thorough knowledge of all office level job descriptions and requirements, and actively screens resumes and applications against each. Evaluates applicant qualifications by interviewing candidates, analyzing responses, and comparing qualifications to job requirements. Interviews applicants against a consistent set of qualifications and utilizes job specific competency based questions to assess a candidate’s capabilities. Conducts references, background checks and extends offers of employment

Does the Right Thing – Complies with EEO and ADA guidelines by ensuring hiring and training practices are consistent with WIS’ employment policies and expectations. Regularly conducts job specific training courses, including harassment and workplace safety. Communicates and assists in ensuring compliance with company policies, procedures and expectations – to include dress standards, attendance, professionalism, accuracy, and productivity. Emphasizes pay for performance and personal development opportunities

Delivers Quality Training – Conducts training programs with employees; to include new hire training, advanced counting skills, account (customer) specific training, driver certification, equipment management and train the trainer courses. Develops training store partnerships with local store and district managers and organizes in-store training schedules. Coordinates training schedules based on hiring and training needs of the office. Participates in inventories as a counting coach – coaching, training, and evaluating newly hired employees. Monitors trainees’ production and provides training recommendations to management

Partners for Success – In partnership with Area and District Managers, forecasts office staffing needs for the coming 30 to 90-day period. Formulates weekly recruiting, hiring, and training goals to maintain a minimum of 95% staffing levels (based on forecasts and assigned goal(s)). Plans, coordinates and prepares appropriate equipment, supplies and training materials for each scheduled training event

Measures Success – Utilizes ART Tracker, updates daily and submits to Lead ART, Area and District Managers weekly for review. Tracks recruiting activities (job/career fairs, hiring events) , source development/contacts/actions, source production/value (quantity and quality of applicants) and monthly/weekly calendar. Participates on weekly district ART conference calls; reports and shares recruiting source information/ideas/strategies/successes, hiring/training achievements compared to goals, and turnover statistics

Supports Office Excellence – At the completion of new hire training ensures that each employee has been provided with a Welcome Bag (new employee training/information packet) , WIS polo shirt, employee name badge (employee name and employee number barcode attached) , and schedule of first three (3) job assignments (to include date, meet/job time, store name, address, MOR name, and Counting Coach/Mentor name) . Assists with general office duties, coordinates processes and communications to frontline staff, and works to address employee relations/payroll issues, as directed by the Lead ART and/or local management

Requirements

• College degree (Business administration) strongly preferred, or two to three years’ supervisory experience (with hands-on responsibility for high volume recruiting and training) required

• Knowledge of employment laws (federal, state and local) and adult learning principles

• Strong organizational and communication skills, with proven ability to work with customers and colleagues at all company levels

• Demonstrated proficiency with Microsoft Office’s suite of products; Word, Excel, Outlook and PowerPoint

• Acceptable Driving Record – meets or exceeds the requirements of the Company’s driving policy

• Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
• Please view Equal Employment Opportunity Posters provided by OFCCP here .
• 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.