Temporary Talent Acquisition Partner - Retail

Temporary Talent Acquisition Partner - Retail 

Contract Duration: 12 months

Deadline to Apply: January 29 at 5pm ET/2pm PT

Compensation:

US Based - $63,000 USD

Canada Based - $68,000 CDN

Reporting to the Talent Acquisition Lead, the Talent Acquisition Partner - Retail plays an essential role in developing, communicating and executing the company vision through our people programs and practices in recruitment, retention, engagement, and development.  

As the Talent Acquisition Partner - Retail , you support the overarching unique staff journey, from the perspective of sourcing and recruiting diverse top talent internally and externally for all retail focused roles including Retailer, Store Manager, MIT, Floor Leader and Sales Ambassador. You support and guide each manager to make the best hiring decisions that work for their store and the overall business.

The People and Culture Team is founded on these principles: Cultivate a sense of BELONGING and create aligned experiences for people | LOOK AFTER the health of the business and of people | Every interaction builds TRUST | Treat people as INDIVIDUALS and adults | Lush is a LEARNING organization 

As a member of the P&C Team you: 

• Provide care, support and advice for everyone 
• Create conditions conductive to great work 
• Demonstrate inclusive, resilient leadership 
• Support empowered staff to own their journey 

Responsibilities 

Support candidates and hiring managers through the recruitment and selection process, ensuring a fair, unbiased, positive experience and adherence to Lush’s diversity and equity practices.  

Shop Manager and RST Roles: 

• Conduct intake meetings and help determine interview steps and interview panels for each Shop Manager and retail support role 
• Coordinate job postings on appropriate channels internally and externally to build candidate pipeline, connect with community partners, universities, and colleges 
• Partner with retail leadership team to ideate, create and deliver best in class training content specific to the recruitment life cycle 

• Support hiring managers where needed in the sourcing and shortlisting of open positions and determine relevance of experience to position criteria 
• Conduct specific headhunting, foot recruiting and online searches where needed for hard to fill management and retail support positions
• Conduct first interviews as needed to further determine appropriate culture add of candidates 
• Build and maintain hiring program content, processes and workflows that support each market’s unique business needs
• Organize interview steps, schedule interviews and ensure each candidate is set up for success at every interview step 
• Complete reference checks, create offers and support the onboarding of new employees 
• Partner with broader Talent Acquisition teams to ensure consistency and alignment between business units with regards to the entire recruitment lifecycle 

Shop Roles: MIT, FL, SA and SeSA: 

• Ensure all Shop Managers have the tools, resources and support to meet their shop hiring needs 
• Deliver coaching and best in class training to hiring managers across each market on areas of recruitment best practices, networking, foot recruiting, talent sourcing/development, interviewing etc. 
• Host educational and support webinars as needed to improve recruiting and unbiased selection practices  
• Review resources, processes and procedure regularly and propose updates as needed 
• Conduct audits and reviews to ensure best practices are being implemented and equity in all stages of the interview process 

• Act as point person for all recruiting needs across your client group by building and fostering relationships with the hiring managers  
• Support shops in-person when appropriate and as needed by each market 
• Manage programs and plan related to seasonal hiring, including part time support and resourcing needed to manage volume 
• Maintain reporting documents to update on hiring progress, recruiting spends and KPIs  

• Compile regular and ad hoc recruitment reports for the business and maintain strong KPIs in time to fill and internal promotions. 
• Conduct additional projects to support recruitment/business strategy as necessary 
• Support the execution of talent development programs in your business area: development planning, succession planning, work alignment, and other talent development initiatives. <