Experience:
5+ years of experience
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Employment Type:
Full time
Posted:
2/9/2017
Job Category:
Sales
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Mgr, Talent Acquistion
Grainger | Mettawa, Illinois
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Job Description

 Grainger is a global leading broad line supplier of facilities maintenance products serving businesses and institutions. 

Our 18,000 employees are driven to serve customers and the community in exceptional ways focusing on delivering the highest level of service. The Grainger team works closely with customers to better understand their challenges and provide cost-saving solutions. Grainger's employees serve customers more than 115,000 times every day through multiple channels.

As part of a high-performing team, you'll be able to develop your talents, and make a difference. Grainger is a Fortune 500 company and a perennial member of Fortune magazine's Most Admired Companies list. 

 

Effectively lead and support the sustainment, growth, and restructuring of the branches, contact centers, and distribution centers across the US by providing an area of expertise in identification, sourcing, attraction, alignment, and retention of top talent to support desired business objectives.  This role will be responsible for exempt and non-exempt recruitment support for these areas and will manage internal team members and external vendor relationships.

 

As a thought leader, this position will also be expected to provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity, goal attainment for scalable recruitment solutions of a superior workforce.  Ensuring that the TA organization has the knowledge, tools, capabilities and clear destination to deliver Grainger's value proposition and be the "Employer of Choice".

 

Principal Duties & Responsibilities

  • Function as key advisor to Senior Leadership, hiring managers and HR Business Partners by effectively aligning the talent acquisition efforts & solutions to achieve strategic initiatives and operating objectives that are integral to supporting the evolving business plans, people and culture.
  • Develop creative recruiting methods, staying abreast of trends, and managing external recruitment vendor relationships. Will consider cost-benefit analysis to evaluate alternate approaches.  Then manage and coordinate these recruitment efforts to ensure value and cost effectiveness. 
  • Accountable for the design, development, communication and execution of the recruitment strategy, with an emphasis on talent pipeline development.
  • Structure, integrate and monitor metrics to show the overall success of talent acquisition.
  • Educate and drive awareness to organization of the financial implications of effective talent acquisition - providing guidance and education on hiring costs and determination of special needs based on individual situations.
  • Build a high performance cross-discipline TA team through talent assessment, timely coaching / feedback, and developmental stretch assignments.
  • Create an environment for your team where everyone, everyday, can bring their full potential to the workplace and contribute their best.
  • Lead and manage critical projects, effective processes and/or tools to achieve speed and reduce waste which will drive continuous integration and improvement in the area of Talent Acquisition.
  • Revolutionize talent acquisition abilities, community and brand through social media channel creating a proactive, responsive and effective staffing processes and function that is a competitive advantage.

 

Preferred Education & Experience

Leadership qualities and proven track record as a senior HR/Talent Acquisition Manager with 7+ years of relevant experience. Experienced in establishing and leading a recruiting function in a large, complex, and geographically-dispersed enterprise.

Functional Expertise. Thorough knowledge of distribution, call center, retail, and high volume  recruiting and a compelling track record of designing and implementing best in class talent recruitment systems, processes and practices in a high growth and continually changing organization. Develop innovative, responsive and cost-effective search approaches to meet and exceed corporate objectives in a large, high volume, fast-paced, matrixed environment. 

Results Orientation/Intellectual Horsepower: Set priorities, align initiatives and processes, marshal necessary resources, monitor and change strategies as required. Exhibit a strong drive for results and a hands-on orientation, conveying a sense of urgency and driving issues to closure - despite obstacles, opposition or strong opinions.  Strong conceptual thinking, analytical, and planning skills.

Building, Leading & Coaching Teams: Build, motivate and develop a high-powered team comprised of internal and external team members. Forge strong, diverse teams with multiple perspectives and talents, and engage them with your enthusiasm about the mandate and business-partner orientation. Be effective contributing to a team-oriented environment with a willingness to roll up his/her sleeves and help out the recruiters as needed.  Ability to identify and remove barriers for team's success.

 

Work Environment

  • Travel to branches, DC's and distribution centers; 25% of the time.
  • Open agile work environment
  • Highly matrixed, cross functional organization
  • Ability to work with internal and external team members from different vendors

 

Impact

As a lead partner aligned to three key business areas that comprise 50% of the organization, the Talent Acquisition Leader enables us to create value for our customers and offer an effortless customer experience which is in support of our growth map and our operating objectives.  Ensuring that branches, contact centers, and distribution centers maximize their talent pools and have obtained the right skills at the right time.  This role directly supports the Company's values and encourages progressive change through team effort and continuous process improvement.  This position will clearly understand the branches, distribution centers, and contact centers and will create a holistic approach to partnerships with the internal business, HR Team, COEs and external partners.  Encourage an organizational culture of engagement and innovation viewing talent acquisition, development, retention and employee engagement in a radically new way. 

 

Functional Expertise. Thorough knowledge of distribution, call center, retail, and high volume recruiting and a compelling track record of designing and implementing best in class talent recruitment systems, processes and practices in a high growth organization. Develop innovative, responsive and cost-effective search approaches to meet and exceed corporate objectives in a large, high volume, fast-paced, matrixed environment. 

Results Orientation/Intellectual Horsepower: Set priorities, align initiatives and processes, marshal necessary resources, monitor and change strategies as required. Exhibit a strong drive for results and a hands-on orientation, conveying a sense of urgency and driving issues to closure - despite obstacles,  opposition or strong opinions.  Strong conceptual thinking, analytical, and planning skills.

Building, Leading & Coaching Teams: Build, motivate and develop a high-powered virtual team. Forge strong, diverse teams with multiple perspectives and talents, and engage them with your enthusiasm about the mandate and business-partner orientation. Be effective contributing to a team-oriented environment with a willingness to roll up his/her sleeves and help out the recruiters as needed.  Ability to identify and remove barriers for team's success.

 

Working Relationships

Create strong relationships with internal and external stakeholders - engendering trust and building bridges to ensure 'buy-in' and -a seat-at-the-table'. Work closely with the Senior Leadership team. Demonstrate superior influence skills and are able to win concessions while maintaining relationships, adjusting style in dealing with different groups.

 

  • Who does this job partner with externally?
  • All levels of candidates, all levels of leadership, 3rd party vendors (RPO's, benchmarking, research, and advertising) partnered organizations.

     

  • Who does this job partner with internally?
  • Branches, Contact Centers,Distribtuion Centers, HR Team, Centers of Excellence, Finance, PR/Communications.

 

Grainger is an Equal Opportunity Workplace and an Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.

 

About Grainger

W.W. Grainger, Inc. (Grainger) distributes facilities maintenance products, and provides services and related information used by businesses and institutions primarily in the United States, Canada and Mexico to keep their facilities and equipment running. Grainger is the supplier of facilities maintenance and other related products in North America. Its operations are managed in three segments: Grainger Branch-based, Acklands - Grainger Branch-based (Acklands - Grainger), and Lab Safety Supply, Inc. (Lab Safety). Grainger Branch-based is an aggregation of the Grainger Industrial Supply (Industrial Supply), Grainger, S.A. de C.V. (Mexico), Grainger Caribe Inc. (Puerto Rico), Grainger China LLC (China) and Grainger Panama S.A. (Panama). Acklands - Grainger is the Company's Canadian branch-based distribution business. Lab Safety is a direct marketer of safety and other industrial products. (Source: 10-K)

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