Talent Acquisition And Retention Manager

THOMAS AUTOMOTIVE FAMILY LLC; Bedford (Bedford County); On-site; USD 85,000 - 120,000; Full time

Job summary

Thomas Automotive Family LLC in Bedford, USA, is seeking a Talent Acquisition and Retention Manager (TARM) who analyzes staffing needs and develops cost-effective recruitment strategies, oversees onboarding training, and leads annual retention activities reflecting the company’s culture and values.

You will lead recruitment outreach, assess candidates, create evaluations, facilitate onboarding, and manage HRIS and LMS systems while building partnerships with local schools and colleges to secure

Qualifications

• Bachelor's degree or 5+ years of related HR experience.
• Supervisory experience preferred.
• Excellent communication skills in person, on the telephone, and in writing.
• Willing to be trained on dealership computer systems.
• Ability to read and comprehend instructions.

Responsibilities

• Greet every customer, every day.
• Maintain high ethical standards when dealing with customers, co-workers and vendors.
• Put safety first. Adhere to all Safety Policies, Procedures and PPE standards.
• Maintain a disciplined and proactive daily schedule for managerial duties, including talent recruitment and retention/evaluation.
• Establish staffing opportunities in all business units to reduce lost productivity.
• Develop relationships with schools and colleges to recruit talent.
• Coordinate interviews with hiring managers, gather feedback, and negotiate offers.

Skills

Communication

Supervisory experience

Reading comprehension

Professional appearance

Education

Bachelor's degree

HR-related experience

Tools

HRIS systems

LMS platforms

Interview scheduling tools

Job description

Description

Position Information

The Talent Acquisition and Retention Manager (TARM) reports directly to the VP of Organizational Development (OD) and is responsible for analyzing staffing needs and the development/implementation of cost-effective recruitment strategies, new hire training facilitation, and annual retention activities. The TARM is a high-energy, engaging leader with a keen ability to attract, identify and assess top talent candidates that will reflect the company’s culture and values.

Areas of Emphasis

• Exemplify the Thomas Automotive Core Values: Positive, Trustworthy, Motivation, Compassion, and Dedication
• Understand the Thomas Core Focus of "Bringing Integrity to the Automotive Industry" and "Building Trust and Confidence through Exceptional Service"
• Learn, Understand, and incorporate the Thomas philosophy of doing business into all daily activities related to customer and coworker relationship management

Successfully Maintain the following accountabilities

• Conduct Recruiting and Outreach initiatives
• Conduct candidate assessments and interviews for potential candidates
• Create employee evaluations and manage retention activities for the company
• Develop, facilitate, and certify completion of onboarding training
• HRIS and LMS systems Management and Compliance

Requirements

Duties and Responsibilities

• Greet every customer, every day
• Maintain high ethical standards when dealing with customers, co-workers and vendors
• Put safety first. Adhere to all Safety Policies, Procedures and Personal Protective Equipment standards
• Maintain a disciplined and proactive daily schedule for conducting managerial duties, including, recruiting of talent, retention/evaluation of existing staff
• Establish and meet staffing opportunities in all business units in a timely manner to reduce/eliminate lost productively due to open positions
• Develop relationships with high schools, vocational/technical schools, and college/universities in order to recruit talent to the organization
• Participate in regional job fairs, symposiums, councils, and boards in order to enhance relationships in the communities served by Thomas Automotive
• Assist in analyzing staffing needs and develop/implement cost-effective recruitment strategies
• In-depth knowledge of recruitment processes (strategy of search, candidate sourcing, resume screening, networking & interviewing skills)
• Create / manage reward frameworks including data management, policy compliance, communications and partnering with other areas of Human Resources/Organizational Development
• Coordinate interviews with hiring managers, including the routing of schedules and resumes, making travel arrangements, when necessary, and gathering interview feedback; negotiate employment offers in partnership with senior management, hiring managers and the HR Department
• Hand-off employee lifecycle process in HRIS to HR Department
• Work with Performance and Managers to develop onboarding training plans and accesses for new hires
• Complete / Coordinate /Schedule required pre- and post-employment offer screenings, clearances, and appointments as required
• Conduct training and staff development opportunities as required
• Maintain positive business relationships with Hiring Managers and their teams
• Participate in management meetings as requested
• Maintain a positive and proactive work environment
• Maintain a safe and clean workspace, as well as ensuring the entire facility is orderly, clean and free of hazards

Qualifications

Bachelor's degree or five or more years of related experience. Human Resources degree preferred. Ability to read and comprehend instructions and information. Supervisory experience preferred. Professional personal appearance. Excellent communication skills in person, on the telephone, and in writing. Will be trained on all dealership computer systems. Working Conditions: Will move about the dealership, both indoors and outdoors, to consult with employees and customers. May need to leave the dealership periodically to attend outside functions.

Note

This is not necessarily an exhaustive list of responsibilities, skills, duties, requirements, efforts, or working conditions associated with the job. While this list is intended to be an accurate reflection of the current job, the dealership reserves the right to revise the functions and duties of the job or to require that additional or different tasks be performed when circumstances change (i.e., emergencies, changes in personnel, work load, rush jobs, or technological developments).