At Amazon, we're working to be the most customer-centric company on earth. To get there, we need exceptionally talented, bright, and driven people. We are looking for a self-driven Recruiting Manager to provide the overall management and direct leadership to Stores Business Units based in San Jose, CR. This role oversees a team of recruiters focused high volume support roles. The Recruiting Manager is a strategic business partner that drives and executes upon long-term strategies to support operational leaders.



Key job responsibilities
STRATEGY
- Creates a vision for a team/business, and develops scalable strategies that move away from the transactional into the continuous evolution of how to capture the best talent and most diverse candidate pools
- Understands the talent needs of the business and partners with HR and business leaders to develop workforce planning initiatives and make recommendations around the entire employee lifecycle
- Partners with business leaders and cross-functional partners (Finance, Comp, etc.) to build multi-channel talent acquisition plans
- Leverages information about the candidate market and competitors to inform business leaders and recruiting team of best tactics/processes
- Works within ambiguity, and adaptable through organization and business changes
- Provides clarity of thought through writing narratives to influence business/recruiting leaders
- Makes decisions as to when simplifying is the right answer, versus innovating
- Identifies risks and weighs options for mitigation before acting
- Implements recruiting transformation to build out new support models

PROCESS/OPERATIONAL LEADERSHIP
- Owns business results (headcount plan vs actual recruiting performance)
- Builds plans to measure, analyze, and improve funnel metrics
- Leads and drives projects with increasing scale and complexity. Manages programs through completion
- Develops process improvements to positively impact results in areas such as recruiting throughput and candidate satisfaction scores
- Leads team to successfully meet minimum standards of org-wide policy, compliance, and productivity goals. Ensures data integrity goals are met

CLIENT/CANDIDATE MANAGEMENT
- Influences stakeholders as it relates to talent acquisition strategies
- Handles issue resolution, prioritization, and escalations autonomously. Influences people and encourage them to take appropriate action
- Provides meaningful input and business/market insight during meetings with Senior and Executive Leadership
- Owns client relationships, and is considered the go-to talent acquisition point of contact for the businesses the align to role
- Collaborates with business leaders to understand the business (es) supported
- Anticipates & manages problems that would hinder meeting business objectives

PEOPLE MANAGEMENT
- Teaches and coaches others on managing recruiting resources and teams, including performance management, goal setting, headcount planning, and promoting employees
- Differentiates work based on level of team members
- Sets a clear path for direct reports taking on additional and more challenging responsibilities based on performance/level
- Drives challenging development and performance conversations
- Hires the best talent for individual and larger teams; thinks beyond current scope to bring in talent for the future
- Develops SMART goals in conjunction with their team members, combining performance expectations and personal career goals
- Recognizes own gaps and seeks out development opportunities

INSIGHTS/ANALYTICS
- Builds metrics to determine if activity is on plan, forecast future activity. Identifies areas of concerns and recommendations
- Reviews candidate and HM surveys, and makes recommendations on how to increase customer satisfaction and efficiency
- Presents data and related analyses with business leaders