Manager, Corporate Recruiting

 

Company Overview: Vail Resorts, Inc. is the premier mountain resort company in the world and a leader in international luxury, destination-based travel at iconic locations. The company operates in three business units: Hospitality, Mountain Operations and Real Estate.  The company includes Vail, Breckenridge, Heavenly, Beaver Creek and Keystone Resorts along with other global destination hospitality properties including the RockResorts Brand.

 

Position Purpose: The Recruiting Manager is a member of the Talent Acquisition Leadership Team and will be responsible for leading the corporate staffing function.  This person will play the role of both leader and individual contributor as they own the strategy for advancement of the corporate recruitment function while at the same time personally executing the day-to-day operations.  

 

Success Profile:   To be successful in this role you must demonstrate strong business acumen, an aptitude for quickly understanding our roles, and extraordinary ability in the recruitment space.  Your critical thinking, creativity, project management skills and strategic horsepower will be essential elements of your success.  You must also demonstrate the bandwidth to manage many requisition and projects at a variety of levels simultaneously.  Above all you must be a service-oriented, team player with an outstanding sense of humor and passion for our product.  

 

Job Responsibilities:·       

Manage the full-life cycle recruiting process for all requisitions at corporate office.       

Work with designated hiring managers and human resource generalists to review, analyze, and clarify job specifications/requirements, competencies/skills required, understand business operations, and develop a recruiting strategy to fulfill each staffing need.

Improve and enable the hiring manager experience by educating and guiding them in assessment, selection and planning techniques including behavioral interviewing, validated assessments, roundtable assessment meetings, compliance initiatives and workforce planning efforts.

Source candidates through a variety of channels including Internet, cold calling, networking, referrals, and social networks.   

Work with Hiring Manager to review candidates and determine interview roster.    

Leverage assessment tools to identify and select the best candidate (Hogan, DDI, MBTI, etc.)   

Works with hiring manager and HR to extend offer and ensure pre/post offer checks are conducted.

Create a “red-carpet, white-glove” candidate experience regardless of fit and qualifications.  

Build and manage the corporate and functional employment brand.·        Determine which local and Business Unit level career fairs, open houses and recruiting event to attend and arrange representatives and/or participate directly.

Develops sourcing plans specific to each job opportunity within the corporate HQ to build bench of diverse talent with candidates sourced and ready for interviewing and presentation to functional department. ·        Conducts “Quarterly Business Reviews” with Department heads to highlight turnover, retention, staffing metrics, diversity efforts, candidate & hiring manager satisfaction survey results and mission critical projects/restructurings in order to build a proactive staffing model; collectively workforce planning.    

Manages the applicant tracking system (ATS: Taleo) including: running reports, performing analysis and making recommendations for improvement based on metrics/data.

Build, sustain and manage relationships with 3^rd party staffing agencies including headhunter/search firms, candidate research firms, technology and branding firms (monster, LinkedIn, etc.) and assessment providers. 

Works as project lead and owner for retained, contingency and engagement based executive search; manages relationship, expectations and is ultimately held accountable for success of the project – the incumbent will work at the C Suite level with big five level search firms.  

Manages a budget to plan.   

 

Qualifications:

Bachelor’s Degree in related field required.

Five plus (5+) years prior recruiting experience, preferably for a large business and/or staffing agency.

Must be able to demonstrate strong oral and written communication competence; attention to detail is crucial. 

Must be able to demonstrate creative problem solving skills and critical thinking for dynamic, complex projects and have the ability to complete such projects with limited support or resources. 

Experience identifying and securing sources of potential job candidates required; including but not limited to networking, job-boards, online social networks, 3^rd party database search (ie: Zoomerang, LinkedIn), blogging, etc. 

Experience recruiting qualified candidates from a variety of sources preferred.

Experience conducting phone screens and assessing fit, verbally. Experience marketing and selling a company's attributes to external candidates preferred.

Experience managing executive level searches and search-firms are a must.  

Possess strong computer skills: MS Word, Excel, Project, PowerPoint.

Knowledge of Taleo and Peoplesoft strongly preferred; ATS experience is a must. 

AIRS Certified Internet Recruiter (CIR) and/or Certified Diversity Recruiter (CDR) strongly preferred.

Certification in one or more behavioral or personality assessment programs (Hogan, DiSC, MBTI, etc.) strongly preferred.