Senior Retail Talent Acquisition Partner

At L.L.Bean, we believe the outdoors brings out the best in all of us. We are committed to fostering a culture of belonging and creating safe, inclusive spaces where everyone feels welcome—both here and Outside. We value individual differences and are dedicated to maintaining an inclusive work environment where everyone can bring the best of their experience and talents and truly thrive.

Position Purpose:

L.L.Bean’s retail expansion is booming across the US, and we’re looking for a dynamic Senior Retail Talent Acquisition Partner to help us build the leadership teams that bring our iconic outdoor brand to life in new and existing markets.

The Senior Retail Talent Acquisition Partner plays a key role in fueling our retail growth by building strong talent pipelines, leading hiring efforts for new store openings, and ensuring ongoing leadership succession across our L.L.Bean retail locations.  This full-cycle recruiter role includes proactively identifying and sourcing candidates through strategies such as cold calling competitive retailers, leveraging online databases and social media, conducting personalized LinkedIn outreach, networking, utilizing job boards, contact lists, employee and network referrals, applicant tracking systems (ATS), and “boots-on-ground” in-market recruiting. This Partner is responsible for assessing and selecting top talent for leadership-level positions by collaboratively partnering with hiring managers to ensure best in class hires for our beautiful stores.

This position will be based in the field (United States) and requires travel to our new and existing markets.

Responsibilities:

Sourcing and Strategy

• Partner with District and Store Managers to understand hiring needs and develop targeted sourcing strategies.
• Create and implement innovative approaches to attract top retail talent, leveraging online platforms, user groups, local organizations, and other relevant channels.
• Build and maintain a pipeline of prospective candidates for current and future roles by proactively gathering contact information and engaging talent.
• Conduct initial candidate outreach and preliminary interviews to assess qualifications, experience, and cultural alignment.
• Review applications and resumes via Workday ATS, ensuring timely and professional communication with candidates throughout the process.
• Cultivate a recruiting reputation that reflects L.L.Bean’s brand values of service, kindness, empathy, authenticity, and transparency.
• Stay current with trends in talent sourcing, assessment tools, and employment law to ensure ethical and effective practices.
• Collaborate with HR partners and cross-functional colleagues to align sourcing efforts with broader talent management initiatives and identify opportunities for process improvement.

Recruiting Execution

• Facilitate the full-cycle recruitment process, including developing interview questions and criteria, conducting phone screens and interviews, performing reference checks, and managing offer or rejection communications.
• Conduct “boots on ground” in-market recruitment, visiting aligned retailers to build a talent pipeline and appropriately gauge interest, pursue and follow up with top talent for new and existing store leader openings
• Maintain organized records of recruitment activities and candidate progress.
• Provide market insights and feedback to Talent Specialists and hiring managers to inform strategy and adjust approaches as needed.
• Champion inclusive and equitable hiring practices, modeling L.L.Bean’s commitment to fairness and collaboration across business areas.
• Ensure all recruitment activities comply with employment laws and internal policies.
• Align selection criteria and assessment tools with role expectations in partnership with hiring managers.
• Collaborate with HR colleagues to integrate assessment tools into coaching, development, and succession planning efforts.
• Research and recommend external tools and processes to support ongoing talent development and succession planning.
• Analyze internal talent data to identify strengths and inform strategic workforce planning.

Health and Safety Requirement: Every employee is responsible for contributing to a safe and healthy workplace. Employees are expected to be active participants in health and safety by following all safety policies and procedures, reporting unsafe conditions or at-risk behaviors to leadership, and conducting work in a safe manner. Those in a leadership role are also expected to model safe behaviors, evaluate risk, and ensure that risks are reduced to acceptable levels.
 

Experience and Qualifications 

• 3-5+ years of experience