Strategic Talent Acquisition & Org Development Lead

Pete and Gerrys Organics LLC

Greencastle (Franklin County)

Hybrid

USD 85,000 - 95,000

Full time

14 days+

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Benefits offered by this job

Medical, dental, and vision insurance

Paid vacation

Paid sick time

Paid volunteer time

9 paid holidays

401(k) with 4% employer match

Disability and life insurance

Opportunities for advancement

Maternity and paternity leave

Tuition reimbursement

Flexible Spending Account

Health Reimbursement Account

Footwear reimbursement for onsite

Egg benefits for onsite/remote

Job summary

Pete & Gerry’s Organics LLC in Greencastle, PA is seeking a Talent Acquisition & OD Specialist to lead corporate recruiting and shape the talent strategy for growth and capability. You will partner with leaders to attract, assess, hire, and develop high-quality talent across business units.

The role emphasizes talent management, succession planning, and organizational development initiatives, with a hybrid work arrangement and opportunities to influence processes, systems, and the employee

Qualifications

Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field.
5+ years of progressive experience in Human Resources, Talent Acquisition, Talent Management, Organizational Development, or a related discipline.
Significant experience leading corporate/professional recruiting, ideally in a corporate or multi-site organization.
Experience partnering directly with business leaders and hiring managers.
Demonstrated experience developing and improving talent processes, programs, or practices.
Strong project management and execution skills, with the ability to manage multiple priorities.
Strong communication, relationship-building, and influencing skills.

Responsibilities

Lead corporate talent acquisition strategy and execution for corporate and leadership roles.
Partner with hiring managers and senior leaders to understand business needs, define talent profiles, and develop recruiting strategies.
Coordinate with local HR teams to strengthen consistent recruiting practices and provide tools, resources, and support for plant hiring needs.
Build proactive talent pipelines for critical and hard-to-fill positions.
Oversee the full recruiting lifecycle to ensure a consistent, high-quality candidate and hiring manager experience.
Develop and continuously improve recruiting processes, tools, interview practices, and selection methodologies.
Use recruiting data and market insights to improve speed, quality, cost, and candidate experience.
Manage external recruiting partners, including search firms, job boards, and other talent sources.
Strengthen the employment brand and ensure the EVP is consistently reflected throughout the candidate experience.
Develop and maintain recruiting metrics and reporting to provide visibility into hiring activity, pipeline health, and talent acquisition effectiveness.
Support workforce planning and talent pipeline development for critical capabilities and future business needs.
Translate the talent strategy into practical programs and processes that strengthen organizational capability.
Support talent management processes such as talent reviews, succession planning, talent identification, and development planning.
Partner with HR and business leaders to identify organizational and talent needs and recommend practical solutions.
Support organizational effectiveness initiatives including change management, team effectiveness, organizational design, and other strategic people initiatives.
Use employee and talent data to identify trends, risks, and opportunities and translate insights into action.
Help connect performance management, talent reviews, development, succession, and internal mobility.
Facilitate new hire orientation for remote employees to support an engaging and consistent onboarding experience.
Build trusted relationships with leaders across functions and serve as a thought partner on talent and organizational needs.
Collaborate with HR colleagues to create an integrated employee experience from recruiting through development and retention.
Approach HR initiatives with a business-oriented, solutions-focused mindset.
Lead cross-functional projects and influence stakeholders without relying solely on formal authority.
Stay current on talent acquisition, talent management, organizational development, and learning trends and bring relevant practices into the organization.
Contribute to the evolution of the company’s overall people strategy and broader HR priorities.