Staffing Specialist

GIANT FOOD

STAFFING AND SOURCING SPECIALIST II

Who is Giant?

Born in the DMV, we’ve been here for over 88 years and counting. From our first store on Georgia Ave to becoming the #1 grocer in the Baltimore-Washington area, we’re proud of our local roots.

Today we span across over 160 stores in D.C., Maryland, Virginia and Delaware!

Our vision goes beyond the aisles. We’re a proud partner to community organizations with a shared goal of enriching the lives of our neighbors and being the most trusted and loved food retailer.

STAFFING AND SOURCING SPECIALIST II

Position Summary :

This position manages the strategic staffing needs for Giant Food. This role administers the full recruitment cycle for all corporate positions and serves as the primary contact for all key talent acquisition vendors.

The position creatively and proactively works with external talent firms when necessary, mines social media, networking sites, user groups, passive candidates and internal database to identify, screen and create talent communities and pipeline of candidates to present for current and / or future positions.

Ensures our brand and Employee Value Proposition are represented in the most accurate and appropriate way to all candidates.

Creates robust sourcing plans to attract top talent.

Primary Duties and Responsibilities

• Drives the talent acquisition strategy including the employee value proposition, sourcing and recruiting strategy.
• Manages the relationships with key staffing partners / agencies (for example, LinkedIn, Career Builder, Indeed, local colleges and universities etc.).
• Seeks out best in class talent acquisition innovative techniques and drives the presentation and adoption.
• Oversees recruitment campaigns for vacancies to provide diverse pools / pipelines of high-quality candidates, utilizing available metrics to optimize return on investment of hires.
• Work cross-functionally with the Marketing Department to align Giant Food’s external recruiting efforts with Brand culture, identity and standards.
• Oversees the end-to-end process for all organizational design changes.

Qualifications and Experience :

Basic :

3-5 years of full life cycle recruiting experience.

Excellent working knowledge of MS Office Suites including Excel, Word and Outlook.

Excellent written communication skills, with the ability to create job descriptions, recruiting documents, and emails, using solid grammar skills.

Preferred :

Knowledge of EEOC regulations and labor laws.

Bachelor’s Degree preferred

Thorough knowledge of recruitment practices and strategies ranging from entry level to leadership positions.

Ability to maintain confidential information in a professional manner.

Skills and Abilities

Functional Competencies

Analysis & Insights, Critical Evaluation, Cultural Alignment - advanced

Business Acumen, Collaborative Partnerships, Consultation, Internal & External Communication / Documentation, Regulatory Awareness & Compliance, Systems & Technology, Talent Cultivation - foundational

Leadership Journey Individual Contributor

Collaborating effectively, developing self, finding your purpose, embracing change and excelling for the customer

Why Giant?

We pride ourselves on cultivating a culture of care and offering opportunities to better yourself professionally and personally.

We truly value the moments that matter most to our associates. Our mantra around here is GROW, CARE, BELONG.

GROW through benefits like tuition reimbursement, scholarships, and grants. Receive CARE with programs that support you such as Helping Hands and EAP.

BELONG through Business Resource Groups (BGRS) and numerous volunteer opportunities connecting us to the communities we serve.

Join our team to learn all about our benefits and become part of our 88+ year legacy. After all, food makes us a grocery store, but our people make us Giant.

The statements contained herein reflect general details as necessary to describe the principle functions for this job, the level of knowledge and skill typically required, and the scope of responsibility, but should not be considered an all-inclusive listing of work requirements.

Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work periods, or otherwise to balance the workload.