Director, Recruiting & Development

Job Title: Director, Recruiting and Development
Department: Human Resources
Job Reports To: Chief People Officer
Status: Exempt

POSITION SUMMARY:
The Director of Recruiting and Development will design and implement recruitment, training and talent development strategies for our organization. This role will assist in the design and execution of a recruitment strategy to assist the organization in attracting top talent in a competitive job market with a goal of ensuring our company performs better than the industry’s average on retention. The Director of Recruiting and Development will work with operational and executive leaders to consistently evaluate the marketplace, make recommendations and implement programs within our organization in support of a culture of development and retention. This position will partner with the Vice President of Human Resources, Sr. Director of Wellness and Engagement and other HR colleagues to drive sustainable changes across the organization on leading practices in recruiting, retention and talent development.

PRIMARY DUTIES & RESPONSIBILITIES:

1. Lead and manage the talent acquisition function for open positions across the organization (including assisting with third party vendor partners who supply a majority of our event staff) with the goal of recruiting and retaining top talent at all levels and promoting diversity and inclusion efforts. This talent acquisition function is especially important given the plans that we have for continuing the growth of our newest subsidiary, SS&E, as well as plans to significantly increase guest services staffing internally.
2. Design, facilitate and implement programs to recruit and retain a diverse workforce.
3. Develop innovative and creative ways of marketing the Nashville Predators, Bridgestone Arena, Ford Ice Centers and SS&E to prospective employees.
4. Collaborate with managers to draft detailed and accurate job descriptions and hiring criteria for new positions and to update job descriptions for existing positions.
5. Advise executives on compensation strategies, building an efficient pipeline and proper workforce planning to reach hiring targets, including maintaining fair policies and processes that promote diversity and inclusion.
6. Educate, train and develop managers with regard to interview process, ensuring application of best practices and adherence to organizational and cultural standards.
7. Partner with key stakeholders across the company to fully understand job requirements, and work side-by-side to facilitate a robust recruiting process and effective hiring process.
8. Advise and coach employees and hiring managers on how to craft, interview, and advertise for their roles to attract top talent.
9. Plan and execute virtual and in-person job fairs and hiring events, and constantly look for opportunities to promote and advertise open positions externally. Find and engage unique candidates through creative sourcing techniques.
10. Facilitate and lead meetings and key initiatives and projects with internal teams that will continuously improve and scale the organization’s recruiting operations and results.
11. Work with management to assess and plan developmental opportunities for employees.
12. Manage catalogue of employee trainings (including but not limited to Respectful Workplace, Management/Leadership Development, OSHA/safety trainings, Reasonable Suspicion, Incident Reporting, and others).
13. Plan and coordinate trainings on an annual and/or as-needed basis, ensuring that attendance is tracked and recorded in Dayforce/employee record.
14. Recommend position-specific trainings (e.g. Peer-to-Boss, sensitivity, DEI, etc.).
15. Establish a training library where recordings can be accessed on-demand.
16. Build effective dashboards to convey recruitment and retention progress across all departments.
17. Educate senior management periodically on retention concerns; suggest methods to enhance staff retention in both areas of control (recruitment) and areas of influence (compensation, leader training, etc.).
18. Manage external partnerships with colleges and schools as it pertains to enhancing our presence in the marketplace, including attending and participating in job fairs and recruiting sessions.
19. Work with marketing to implement online and offline employer branding activities.
20. Collaborate with leadership to forecast hiring needs based on business growth plans and retention analytics, including tracking diversity metrics.
21. Oversee compliance with all regulations which impact hiring, selection and retention processes.
22. Ensures compliance with federal, state, and local employment laws and regulations, and company policies.
23. Perform other duties as assigned.

MINIMUM REQUIREMENTS:

• B.A. degree from an accredited college or university required, concentration in Human Resources preferred.
• A minimum of 8-10 years of relevant experience in Human Resources, with demonstrated success in staffing.
• Certified Staffing Professional (CSP) or Professional Recruiter Certification (PRC) strongly preferred.
• Proficient in all Microsoft programs (Excel, Word and Access).
• Familiarity with cloud-based payroll/ HR software a plus.
• Familiarity with laws, regulations, and best practices applicable to hiring and recruitment, including but not limited to demonstrated understanding of employee classifications (FLSA status, independent contractor, etc.).
• Strong organizational and time management skills.
• Must be extremely detail oriented.
• Ability to work with sensitive data and maintain strict confidentiality at all times.
• Excellent communication and interpersonal skills with good negotiation tactics.
• Must be comfortable speaking in front of large groups.
• Proactive and independent with the ability to take initiative.
• Ability to work long hours including nights, holidays and weekends.
• As a condition of employment, qualified applicant will be subject to a background check, including criminal history, driving history, previous employment verification and character references.
• Possess a valid driver’s license, possess a suitable driving history and be insurable by company’s insurance carrier (without conditions).

Physical Requirements and Work Conditions:

• Physical activities include sitting, walking and standing for prolonged periods of time, as well as bending, squatting, climbing stairs, kneeling, twisting, lifting, grasping, balancing and handling of materials.
• Ability to speak and communicate clearly with others.
• Must be willing to work in varying temperatures, including extreme cold and/or heat.
• Lifting requirements – must be able to lift a minimum of 20 lbs.
• High finger dexterity.
• Excellent speaking and listening skills, requiring the perception of speech.

Preds Perks: In addition to medical, dental, vision, and life insurance, all full-time employees of the Nashville Predators and entities are eligible for Preds Perks. These currently include the following: Competitive pay, referral bonuses, 401K eligibility, priority access to event presales, tickets to events (when available), Nashville Locker Room (pro shop) discount, premium pay for overnight shifts, 19+ days of paid time off each year, Ford Ice Center programming discount, on demand pay, and bonus potential.

Equal Opportunity Employer: Nashville Predators is an equal opportunity employer. The organization does not discriminate on the basis of race, color, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, age, veteran status, or disability status, genetic information, or any other applicable federal or state protected classification. The organization celebrates diversity and is committed to an inclusive environment for all employees. In order to ensure reasonable accommodation for individuals protected by the Americans with Disabilities Act, as amended, applicants that require accommodation in the job application process may contact Margie Horwitz at to request an accommodation.#J-18808-Ljbffr