Director of Talent Acquisition/Miami Direct hire- Relocation Available

---

Job description

VP or SR Director of Talent Acquisition
Will relocate if needed

DESCRIPTION
Must have Restaurant experience

The candidate must have high-volume experience within a hospitality or fine dining hospitality group that understands and is well connected within the industry. The role is a very hands-on position that requires travel, managing recruitment systems (ATS), and will manage a Talent and Engagement Manager based in Las Vegas. Preferably, this person comes from a growing hospitality company in a fast-paced environment driven through culture and results. We are open to having this field-based, preferably in any major city we operate (Las Vegas, Dallas, Miami, Denver, DC, Chicago, Los Angeles), but not a requirement for consideration.

• Oversee the company's recruitment process across all outlets - talent sourcing via online databases, contact lists, employee referrals as well as passive candidates through networking, cold calling, and internet research
• Responsible for staying current on industry news, trends and best practices as related to our current sourcing and staffing needs
• Interview and make recommendations for hire for management-level employees, recommend viability of internal promotions or transfers. Works extensively with restaurant management, Corporate Operations team and Corporate HR team
• Hands-on oversight for college campus recruiting program including attending job fairs, networking events and panel discussions
• Establish and cultivate networking relationships with industry organizations
• Assess and implement recruiting tools, defining key processes and service level standards
• Oversee Corporate career webpage
• Responsible for filling each property's compendium
• Direct hiring activities and strategies for all positions
• In partnership with the corporate HR team, leads recruitment for corporate positions
• Oversee the recruitment and interviewing of candidates for all hourly positions
• Aware of all terminations and resignations
• Implement and maintain apprenticeship and international internship programs; maintain relationships with partner agencies
• Manage culinary externship program; maintain culinary school relationships
• Spearhead the recruitment of, and liaise for, Manager Trainee candidates, J-1 candidates
• Implement and maintain externship programs
• Oversee the social media of the recruiting department
• Participate in weekly meetings as needed
• Review staffing levels
• Travel on recruitment trips as directed
• Monitor turnover and increase retention; provide statistics on attrition rates
• Provide statistics on the success of interview-to-hire rates

Recruitment

• Responsible for full-cycle recruitment support for each property's hourly staff compendium; to include the composition of and extend approved offer letters for hourly positions
• Direct and oversee all recruitment activities and strategies for all outlet hourly positions
• Aware of all terminations and resignations
• Assists to maintain successful externship, apprenticeship programs, and international employment programs (J1s)
• Monitor turnover and collaborate/participate in retention efforts
• Participate in weekly manager meetings
• Review and maintain staffing levels
• Travel on recruitment trips as directed
• Assists in the administration of training programs (MIT)
• Assists in social media updates
• Attends Job Fairs, responsible for all follow up
• Fosters and maintains relationships with Culinary and Hospitality Schools
• Send candidates through background and drug, if applicable
• Communicate status of hiring path to Chef and GM daily
• Assists in all new hire paperwork as needed
• Issue welcome letter and training schedule if needed
• Confirm offers are consistent with job codes & pay rates

Pre-Opening Responsibilities:

• Responsible for full-cycle recruitment support
• Review compendium
• Create a point of contact with host property
• Conduct Market salary analysis, every quarter!
• Develop recruitment plan including job fair coordination, organize, advertise, attend and manage all Job Fairs
• Identify job fair space and set up. Responsible for Job Fair workflow, collateral supplies and staffing for the job fair events
• Drafts and circulates for approval all corporate and outlet job descriptions
• Drafts Recruitment and Pre-opening HR SOPs for managers
• Drafts all employee offer letters, and job descriptions templates for openings.
• Follow the recruitment plan & begin hiring process.
• Organize and coordinate and implement critical path for all Recruiting-related pre-opening items. Responsible for completion of all Recruiting related items.
• Participate in all Critical Path Operations Meetings. Collaborates daily with Operations, Finance, PR and Development in preparation for new outlet openings.
• Manage all advertising for open positions in pre-opening. Set up advertisements, and other ads for other local outlets. Confirm advertisement verbiage with VP of PR ensuring that all communication from the property is consistent group image and standards.
• Responsible for the oversight of placement of ads, screening of resumes and coordinating preliminary interviews for Kitchen and Dining Room pre-opening employee recruitment and selection process for non-exempt staff in, following organizational and budget guidelines.
• Devise all staff communication with regards to TBNT, progress updates, offer letters, uniform requirements and expectations for notice and training.
• Prepare and update any pre-employment tools and quizzes. Train managers on the process, rating standards, and expectations.
• Facilitate the recruitment, interviews, and identification of General Manager and Chef.
• Model collaborative behavior to strengthen partnership bond with the operations team
• In partnership with HR, manages Staffing Master, job descriptions, offer letters and TBNT communication.
• Participate with GM in interview all management and line associates, as necessary.
• Assist Operations Team in assembling, coordinating and on-boarding Task Force employees
• Works as a resource for staff questions regarding anything employment-related. Researches answers and provides explanation materials as necessary.

Preferred Experience and Education

• Bachelor's degree and a minimum of 5 years of progressive talent acquisition experience with preference given to those recruiting in outdoor or hospitality industry.
• Demonstrated expertise sourcing, recruiting and placing talent from a multi-source pipeline.
• Creative writing and communication skills to effectively draft recruitment communication to candidates.
• Expert knowledge in full life-cycle recruitment, including thorough pre-qualification screening, behavioral interviewing and closing professional level candidates across multiple levels and disciplines.
• Ability to set and balance short- and long-term priorities and remain focused within a rigorous, fast-paced and dynamic environment.
• Can connect and communicate with all candidates, from a C-level to seasonal camp staff and those community organizations serving those levels
• Experience evaluating, selecting and implementing applicant tracking systems/tools.
• Proven experience in reducing or eliminating the use of outside recruiters.
• Superior written and verbal communication and negotiation skills.
• Proficiency in successfully handling and resolving issues, disagreements and disputes that impact or impede relationships between recruiting team and hiring managers.
• Expertise in suggesting and selling new and effective alternatives to current recruitment practices based on business dynamics and needs.
• Effective in presenting oneself as a business partner to gain trust and respect of hiring teams.
• Expertise in managing and prioritizing the intake of new job requisitions to gain efficiencies and set clear expectations for deliverable with the hiring manager.

- provided by Dice