Manager Talent Acquisition M&S

Position Summary

As a member of the professional staff, contributes specialized knowledge and skill in a discipline (e.g., Accounting, Finance, Human Resources, Information Resources, Operations Planning & Support, Sales & Marketing) area to support team and/or department business objectives. Generally, works under limited supervision, but within established guidelines, producing and analyzing more complex business information to assist in the decision-making process.

Job Summary

Reporting to the Senior Manager, Talent Acquisition – Marketing & Sales (M&S), the Manager, Talent Acquisition – M&S is the primary recruiter for all M&S positions located within the North America and Luxury segments.  The Manager, Talent Acquisition – M&S acts as a business partner to site Marketing & Sales hiring managers, which operates under a high-pressure incentive-based, target-driven atmosphere, to develop recruiting strategies to generate a strong pipeline of qualified candidates for posted positions.  The Manager will work with the hiring managers at locations throughout the U.S. to understand and define their staffing requirements, create sourcing strategies, and provide subject matter expertise to develop candidate specifications that will meet business needs as appropriate.  As different regions provide different challenges, a varied approach to Talent Acquisition will be required.  The ability to deliver on-time and under pressure is a critical ability for the role.  This position may be based at the corporate office or in the field.

Expected Contributions

May include but not limited to:

• The Specialist, M&S Talent Acquisition works closely with the Senior Manager, M&S Talent Acquisition and the Director, Talent Acquisition to implement overall recruiting philosophies and tactics.
• Given the importance that Marketing & Sales management attach to the process of Talent Acquisition, the Specialist works closely with each resort to personalize this approach to the specific market and circumstances facing the hiring manager.
• As many Project Directors have their own schemes to attract good salespeople, the Specialist, M&S Talent Acquisition will need to keep on top of them all and share proven best practices across the region.
• Provides consultative leadership to and drives continuous process improvement for MVW in all aspects of Marketing & Sales Talent Acquisition.
• Manages the full lifecycle recruitment process including intake, sourcing, screening, and interviewing applicants. 
• Also partners with Compensation to develop competitive and equitable compensation recommendations, bearing in mind that Marketing & Sales associates are motivated primarily by remuneration-based benefit schemes.
• Develops strong relationships with regional recruiters to be able to take advantage of their ‘local knowledge’.
• Provides input to update enterprise-wide policies related to Sales/Marketing Executive talent acquisition.
• Works directly with HR Change Management/Communications to ensure new policies, processes, tools, etc. are communicated to the end users in an accurate and timely manner.
• Designs and helps to deliver and develop Talent Acquisition related processes pertinent to Marketing & Sales recruiting.
• Reviews and analyzes customer satisfaction survey results. Identifies trends in feedback and provides follow up for issue resolution and/or appropriate communication to the businesses.
• Constantly appraises the effectiveness of the hiring model (Compensatory vs. multiple hurdle).
• Keeps updated on assessment tools used for the hiring of Sales Executives (Shaker vs. Virtual Job Try Out).
• Develops alternative assessment strategies for internal switches (as opposed to just taking the same assessment test as an external hire).
• Works to harness the increasing capabilities of technology within in the Talent Acquisition world, with specific emphasis on social media (LinkedIn, Twitter, Facebook etc.).
• Performs more complex quantitative and qualitative analysis for business processes and/or projects. Often manages small projects, business processes or parts of larger ones.
• Responds to, solves, and makes decisions on more complex/non-routine business requests with limited to moderate risk. 
• Responsible for own work and contributing to team, department and/or business results. May direct work of non-management staff.
• Assists more senior associates in achieving business results by:
  • identifying opportunities to enhance the effectiveness of business processes.
  • providing training and technical guidance to less senior staff, where appropriate, and serving as point-of-contact for problem resolution.
  • participating in settin