Recruitment & Onboarding Manager - Sacramento, CA

POSITION SUMMARY: Under the direction and guidance of the Human Resources Director, the Recruitment and Onboarding Manager is responsible for overseeing and directing all aspects of Sacramento Natural Foods Co-op’s (SNFC) recruitment, hiring and onboarding practices and programs. The Recruitment and Onboarding Manager oversees and manages SNFC’s talent acquisition and monitors new hires’ progress during their probationary period to ensure motivational fit and the greatest return on investment. This position upholds management best practices for attracting, interviewing and onboarding qualified, diverse and talented employees; promote staff relations; develop and maintain organizational structures and resources; provides leadership coaching; risk management integrity; performance management practices and employee/labor relations in a manner that upholds SNFC’s values and the cooperative identity.

REPORTS TO:  Human Resources Director

HOURS: Fulltime

FLSA STATUS: Exempt

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Upholds all Co-op policies, procedures and expectations.

2. Strategic Development and Implementation

• Under the direction of the Human Resources Director develops and creates tactical plans, goals, and objectives that align with SNFC’s organizational strategy.
• Supports strategic planning by developing, updating and overseeing the implementation of policies, procedures and programs in order to meet organizational goals.
• Supports the development of an annual department financial plan and other reports and documents as needed.

3. Recruitment and Onboarding

1. Creates and updates effective job descriptions, interview questions and onboarding resources and processes to ensure SNFC attracts friendly, talented, qualified personnel that consistently work towards their peak and ideal performance.
2. Manages, updates and/or carries out all aspects of recruitment and onboarding; such as requisitions, job postings, talent attraction, screening and interviews and market assessments for talent attraction. Ensures new hires have been given effective onboarding.
3. Monitors newly hired personnel and separates new hires as needed and according to SNFC policies and procedures.
4. Develops and maintains SNFC’s branding as a preferred employer to attract that best talent. 
5. Uses traditional and non-traditional resources to attract and identify diverse, quality candidates with excellent fit for the Co-op.
6. Partners with management on determining staffing needs and motivational fit factors and collaborates with management in assessing candidates for hire.
7. Ensures the Co-op is compliant with internal standards and federal/state/county/city laws and regulations for recruitment and onboarding.
8. Ensures that application files and archives are maintained according to Co-op procedures.
9. In concert with management and Human Resources ensures onboarding procedures and new hire passports are upheld storewide.
10. Ensure turndowns are issued according to Co-op standards.
11. Acts as liaison with employment agencies and advertising agencies and processes employment related invoices according to protocols.
12. Maintains recruitment metrics and reporting of employment activities.
13. Maintains memberships and affiliations with trade/professional organizations related to the industry and role.
14. Supports and/or participates in orientations and trainings, compensations reviews, stay interviews and other functions as needed.

4. Department Operations, Employee Relations and Customer Experience

1. In concert with Human Resources personnel, ensures the Human Resources department operates effectively and efficiently; facilitates day-to-day operation and guarantees performance standards are met and that employee's consistently work towards their ideal and peak performance.
2. In concert with other managers; develops, implements and communicates personnel and workplace policies for strategic alignment, competitive advantage, positive workplace culture and equity and equality throughout the Co-op as needed.
3. Maintains current knowledge of legislations affecting employment.
4. Carries out and/or provides support and guidance to management in the areas of performance management and corrective action.
5. Fosters positive employee relations by conducting one-on-ones and other meetings with personnel as needed.
6. Conducts workplace investigations as requested and according to procedure.
7. Sets clear expectations for staff with a means to hold each other accountable and offers support to ensure expectations are exceeded.
8. Supports managers in upholding and adhering to SNFC’s performance management practices of offering corrective action and staff recognition as needed in accordance to Co-op policies, procedures, labor and legal guidelines.
9. Develops, creates and maintains employment tools as needed and per request.
10. Exceed our customers’ expectations for service and provide a welcoming environment for all people and all diverse backgrounds; and in accordance with the Co-op’s customer service standards.
11. Model, provide and ensure customers receive prompt, friendly and courteous services; and in a professional manner that markets our cooperative advantage.
12. Maintain a calm and friendly demeanor with all customers and in all situations. 

5. Managerial Duties

1. Create, develop, communicate, implement, audit and evaluate operating standards and procedures and makes adjustments as needed.
2. Create training and development opportunities that enhance their abilities and build upon their skills, knowledge and abilities.
3. Knows and adheres to all aspects of the Employee Handbook, current policies and procedures, safety program and collective bargaining agreements (CBA).
4. Provide adequate and timely communication with the other managers in regards to problems/concerns, opportunities, recognition and other matters of importance.
5. Model behaviors that support the values of the Co-op, through supportive and participatory leadership, promoting cooperation, team building and motivating employees to achieve goals.
6. Model communications with staff that are timely, clear, direct and respectful.
7. Model leadership behaviors to motivate staff and encourage teamwork.
8. Treat staff equitably, fairly, consistently and with respect.

6. Other Duties

1. Attend meetings and events (which may include travel and overnight stays) as requested.
2. Demonstrate support for the cooperative values and principles daily.
3. Compile information and contributes to reports as needed.
4. Perform other duties and work in other departments as assigned.
5. Supports Sacramento Natural Foods Co-op’s marketing and outreach initiatives and contributes to marketing, outreach and events as requested.
6. Participates in labor negotiations as requested.
7. Represents the Co-op in special interest groups and with other organizations as requested. 
8. Knows and upholds the Co-op Management General Responsibilities daily. 

ESSENTIAL MENTAL REQUIREMENTS / COMPETENCIES

To perform the job successfully, an individual should demonstrate the following competencies:

1. Problem Solving
   1. Identifies and resolves problems in a timely manner
   2. Gathers and analyzes information skillfully
   3. Improves processes, products and services
2. Managing People
   1. Makes self available to staff
   2. Provides regular performance feedback
   3. Develops staff’s skills and encourages growth
   4. Solicits and applies customer feedback (internal and external)
   5. Continually works to improve supervisory skills
3. Adaptability
   1. Adapts to changes in the work environment
   2. Manages competing demands
   3. Able to deal with frequent change, delays or unexpected events
4. Attendance/Punctuality
   1. Ensures work responsibilities are covered when absent
   2. Arrives at meetings and appointments on time
5. Dependability
   1. Responds to management direction
   2. Commits to long hours of work when necessary to reach goals
   3. Completes tasks on time or notifies appropriate person with an alternate plan
6. Quality
   1. Demonstrates accuracy and thoroughness
   2. Looks for ways to improve and promote quality
   3. Applies feedback to improve performance
   4. Monitors own work to ensure quality
7. Project Management
   1. Develops project plans and coordinates projects
   2. Completes projects on time and budget
8. Leadership
   1. Exhibits objectivity and openness to others' views
   2. Gives and welcomes feedback
   3. Able to build morale and group commitments to goals and objectives
9. Safety and Security
   1. Uses equipment and materials properly.
   2. Protect the safety of self, co-worker’s, and Co-op patrons at all times.
   3. Report any potentially harmful equipment or situations to the immediate supervisor without delay.
   4. Report safety-related accidents and incidents at once to a manager.
   5. Follow all company safety policies and procedures.
   6. Operate equipment properly and in a safe manner that will not lead to injury of self or others.

ESSENTIAL QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Language Ability
   1. Comprehend complex instructions, correspondence and memos.
   2. Communicate effectively and respectfully in oral or written form to staff and customers.
   3. Able to communicate effectively and respectfully with people of diverse backgrounds.
   4. Effectively present information in one-to-one and small group situations to customers and other employees.
2. Math Ability
   1. Add and subtract two digit numbers and to multiply and divide with 10’s and 100’s mentally.
   2. Perform these calculations using units of U.S. currency and weight measurement, volume and distance.
3. Reasoning Ability
   1. Apply common sense understanding to carry out detailed written or oral instructions.
   2. Deal with problems involving a few concrete variables in standardized situations.
   3. Able to prioritize work tasks, multi-task and maintain focus
   4. Able to create, implement and improve procedures.
4. Computer and Calculator Skills
   1. To perform this job successfully, an individual should have knowledge of MS Word, Excel, online recruitment and email software.
5. Experience
   1. 5 or more years recruiting and hiring employees.
   2. 3 or more years in supervisory and/or managerial position.
   3. Previous experience creating and developing effective procedural standards.
6. Education and Certification(s)
   1. Associates Degree in General Studies or equivalent certification.

DESIRED KNOWLEDGE, SKILLS, ABILITY AND EXPERIENCE

Desired knowledge, skills, ability and experience are not essential to be able to perform the essential duties of the position.

1. Bachelor’s Degree or higher education and preferably in the field of Human Resources, Business Administration or other similar fields.
2. Professional of Human Resources (PHR) certification and/or (SHRM-CP) Society for Human Resources Management Certified Professional.
3. Interest in learning about or experience working within natural food retailers and/or cooperatives.
4. Bilingual or multi-language skills.
5. Experience in Human Resources and with Human Resource Information Systems.
6. Experience at overseeing and/or managing recruitment and onboarding programs.
7. Experience working with labor contracts and labor unions.

 

ESSENTIAL PHYSICAL REQUIREMENTS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Daily Physical Demands
   1. Sit frequently
   2. Stand, walk and climb stairs occasionally
   3. Use hands to grasp, handle or feel
   4. Reach with hands and arms
   5. Wrist, hand and finger usage (typing and writing)
   6. Walk, climb, or balance and stoop
   7. Talk or hear
2. Specific Vision Ability — Close vision, distance vision, peripheral vision and depth perception
3. Must be able to work weekdays and occasional weekend and/or evenings/nights.
4. Occasional travel by various forms of transportation and may include extended overnight stays.

 

WORK ENVIRONMENT

The work environment described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Common exposure
   1. Shared administrative space and interact in a customer service retail setting
   2. Work independently and with others
   3. Fumes or airborne particles ranging from natural to chemical
   4. Internal temperature conditions (heat and/or air conditioning)
   5. Standing and walking on cement floors
2. The noise level in the environment ranges erratically from moderate to load. 

Benefits

• Health insurance will begin the 1st of the month following 60 days of employment, which includes medical with acupuncture & chiropractic, dental, vision and life insurance.
• 401(k) with employer matching up to 4% after one year of employment. 
• Free massage program for all employees.
• Employee discount, and much more!

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