Lead Talent Acquisition Business Partner
Gamestop, Inc.

Description:

SUMMARY

Working independently, the Lead Talent Acquisition Business Partner is responsible for developing, sustaining and building the relationships with multiple staffing vendors that provide staff augmentation and perm placement services. In addition to vendor liaison, this position is responsible for all leading end-to-end solutions for clients in order to satisfy short-term and long-term staffing needs and recruits skilled professionals according to position specifications within various groups as directed by the Manager of Talent Acquisition. This individual will perform full lifecycle recruiting and maintain excellent relations with hiring managers, candidates, and the community at-large. A wide degree of creativity, near- and long-term recruiting vision, business understanding, and personal organization is required. Related activities for this position include talent sourcing, screening and interviewing top talent.

ESSENTIAL JOB DUTIES AND RESPONSIBILITIES*

• Single point of contact for vendor partnerships and engages with appropriate leadership with vendor inquiries and adoption of best practices.
• Creates and manages the standards and processes for identifying the most suitable staff resourcing strategy (e.g. employee, staff augmented contractor, pass through).
• Daily and weekly conference calls to update select vendors and tier 2 vendors on position announcements, candidate feedback, and best practices.
• Tracks contactor onsite agreements and rate sheets and ensures contractors are properly on-boarded.
• Tracks all placement and client service agreements and provides published Preferred Vendor List to Senior Leadership and applicable GameStop departments.
• Serves as the single-point-of-contact with the Legal and Talent Acquisition department for annual business review, contract review, approval and coordination.
• Serves as the single-point-of-contact with Client Groups and Talent Acquisition department for one-time agreement coordination.
• Oversees vendor management policy (vendor protocol - onsite-visits, submit resumes via OpenHire, candidate ownership, tracks new vendor kits, etc.)
• Creates an annual business review process by initiating conducting survey and evaluating responses, RFI documents, creating a short list of vendors to present onsite, assembling an evaluation team, evaluating responses, and creating preferred vendor list.
• Compiles a list of possible pre-vetted vendors and assesses potential liabilities and risks.
• Single point of contact for all incoming cold calls and vendor prospect inquiries.
• Develop and implement strategic initiatives for recruiting diverse talent through traditional and non-traditional methods,such as networking and cold calling.
• Manage full cycle recruiting process to meet the various staffing goals across all levels within multiple business units;create and implement employment marketing strategies to attract passive job seekers.
• Partner with business units to assess, determine and fill human capital needs and confer with senior leadership to identify personnel needs, workforce planning strategies, and search assignments.
• Work with hiring managers and interview teams to ensure job requirements and expectations are clearly understood and candidates are assessed against appropriate criteria.
• Act as an end-to-end resource on assigned positions in order to identify strategic and transactional staffing needs.
• Clearly define and obtain position requirements, and gather information regarding group environment, culture, etc., to ensure proper candidate suitability.
• Works cooperatively with all members of the staffing team to develop and implement staffing plans, processes and activities.
• Conduct searches for candidates using traditional and creative sourcing methods, including but not limited to: online searches, Internet postings, job/career fairs, internal database searches, local colleges and other community organizations, referrals and resumes; provide information about GameStop, Inc. to candidates and promote benefits of a career.
• Develop and implement search strategy that includes vendor selection process and performance metrics for specific searches.
• Develop a pool of qualified candidates in advance of need.
• Research and recommend new sources for active and passive candidate recruiting.
• Build networks to find qualified passive candidates; attend local professional meetings and membership development meetings.
• Develop and maintain strong working relationships with leaders, vendors, community organizations, and other team members to create a partnership that yields success, predictable results and credibility.
• Develop and maintain a network of contacts to help identify and source qualified leaders.
• Leverage online recruiting resources and in-house ATS to identify and recruit the very best candidates.
• Review resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements.
• Provide complete, accurate, and inspiring information to candidates about the company and position.
• Prescreens candidates; create and present prescreening questions to hiring managers for collaboration and approval.
• Manages and coordinates all communication with candidates.
• Interviews all candidates presented for detailed interviewing by hiring managers, and includes the use of face-to-face behavioral-based interviewing methodologies.
• Determine candidate suitability by evaluating commitment, negotiating compensation package, assessing relevant experience, education, skills and other qualifications to help determine pay, relocation benefits, etc.
• Coordinate and assist in scheduling interviews, including candidate interview preparation and debriefing.
• Manages the scheduling and logistics of all interviews between candidates and hiring managers.
• Prepares candidates for interviewing; specific hiring managers by providing detailed information on the company, our business strategy, department background, job descriptions, and expectation-setting.
• Track individual recruiting activity including resumes received, interviews conducted, number of hires, etc.
• Organizes, leads and documents post-interview debrief/feedback and post-mortems with interview teams and candidates.
• Reviews the hiring manager's interview performance with each candidate and take appropriate action when warranted.
• Performs detailed reference checking and/or reference analysis on selected candidates and reviews results with hiring managers.
• Extends offers of employment to selected candidates under the direction of the hiring managers and within the guidelines of compensation policy.
• Manages the presentation, selection, offer, negotiation, closing, and administrative components involved in full lifecycle recruiting.
• Manage and track candidate expense reimbursement process.
• Conducts follow-up calls and quality-improvement studies with hiring managers and new hires.
• Maintain accurate and well-ordered documentation on all candidates, searches, hiring managers interactions, and other recruiting activities to ensure a safe and thorough audit if required.
• Uses effective communication approaches that include proactively keeping others informed, appropriately expressing ideas and thoughts verbally and in written form, and timeliness.
• Participates in the development of ongoing creative and cost-effective sourcing strategies.
• Develops an effective pipeline of key talent potentially available for immediate hire as succession planning needs dictate.
• Stays informed of trends and innovative recruiting techniques in order to be competitive in state-of-the-Art recruiting practices.
• Works with, directs and partner in concert with the Talent Coordinator to complete day to day recruiting efforts

RELATED COMPETENCIES

• Selecting Talent - Evaluating and selecting internal and external talent to ensure the best match between the individual and the work requirements.
• Leveraging Diversity - Working effectively with individuals of diverse cultures, interpersonal styles, abilities, motivations, or backgrounds; making the most effective use of the capabilities, insights, and ideas of all individuals.
• Planning and Organizing - Establishes courses of action for self and others to ensure that work is completed efficiently and effectively.
• Collaboration - Working effectively and cooperatively with others; establishing and maintaining good working relationships.

Influencing - Creating and executing influence strategies that persuade key stakeholders to take action that will advance shared interests and business goals.

BASIC AND PREFERRED QUALIFICATIONS (EDUCATION and/or EXPERIENCE)

• Accredited Bachelor's degree in Human Resources, Business, Marketing or a related field or equivalent (4 years) of related work experience required
• At least 5-8 years of specialized recruiting experience
• Must be able to travel to local career fairs and/or college recruiting events as required

MINIMUM QUALIFICATIONS, JOB SKILLS, ABILITIES

• A high level of knowledge in all full lifecycle recruiting components and processes including, but not limited to, sourcing, qualifying, networking, assessing, legal, job analysis, wage and salary trends, relationship management, and due diligence.
• Proficient understanding of the end to end recruitment lifecycle processes
• Demonstrated proficiency in candidate sourcing and relationship building skills
• Proficient ability to map and source resumes from all available resources
• Expert ability to organize, prioritize and control job responsibilities in order to meet deadlines in an environment with overlapping and potentially conflicting priorities
• Proficient customer service skills
• Ability to comprehend and comply with all GameStop policies and procedures including, but not limited to, those related to attendance, confidentiality, conflict of interest, and ethical responsibilities
• Ability to take initiative and handle various tasks simultaneously
• Ability to work effectively under demanding time constraints
• High level of knowledge and proficiency with Applicant Tracking software (Open Hire) preferred
• Proficient relationship building skills, including the ability to build, leverage and influence cross-functional partnerships within and outside of the organization, and leverage influential leadership

• Excellent project management, writing, and oral communication skills are required.
• Ability to present new recruiting concepts to executive leadership and technical communities.
• Demonstrated ability to command the attention and respect of senior level leaders.
• Ability to develop business cases and service requirements, while creating and managing strategic alliances.
• Demonstrated ability to recruit for a broad/deep range of positions.
• Demonstrated ability to function/recruit on a national, multi-location level.
• Ability to handle sensitive and confidential information appropriately.
• Strong initiative and solid judgment abilities/skills.
• Must be Internet savvy and experienced in mining online databases
• Must have the ability to quickly learn systems, processes, and procedures.
• Must be able to quickly assimilate technical information and build solutions to the optimal balance of meeting business needs, beating competitors, and operating within financial resource constraints.
• Working knowledge of Windows-based business computers and Microsoft Office programs; specifically, Access, Excel, Outlook, PowerPoint, and Word