Position Summary

The Talent Acquisition and HR Specialist supports Swensons’ staffing needs and day-to-day Human Resources operations. Approximately 50–60% of the position is dedicated to recruiting, with the remaining 40–50% focused on onboarding, HRIS administration, payroll support and general HR administration.

This position owns the day-to-day recruiting process, develops candidate pipelines and uses staffing data to adjust recruiting activity. The position also maintains accurate employee information and assists the Senior Human Resources Manager with benefits, leave and compliance administration.

Primary Areas of Accountability

· Develop and execute recruiting plans based on business and market needs.

· Build and maintain qualified candidate pipelines for recurring and critical positions.

· Manage onboarding completion and HRIS data accuracy.

· Serve as the designated payroll backup and complete routine payroll audits.

· Provide responsive and accurate HR administrative support.

Essential Responsibilities

Talent Acquisition Strategy and Recruiting

· Own the day-to-day recruiting process and maintain visibility into staffing needs across all stands, markets and Support Center departments.

· Partner with HR and Operations leaders to identify current openings, anticipated needs and business-critical positions.

· Develop and execute market-specific recruiting plans based on staffing levels, applicant flow and hiring challenges.

· Build active candidate pipelines and prioritize positions and locations with the greatest operational need.

· Manage full-cycle recruiting, including sourcing, screening, interviews, candidate presentations, offers and pre-employment requirements.

· Select and manage appropriate sourcing methods, including job boards, sponsored advertising, referrals, colleges, community partnerships, hiring events and grassroots outreach.

· Plan and lead recruiting events and evaluate their results, including applicants, interviews, offers, hires, retention and cost.

· Maintain timely communication with candidates and hiring managers and address delays or breakdowns in the process.

· Provide weekly recruiting reports that identify openings, pipeline strength, hiring activity, aging positions, obstacles and recommended next steps.

· Track recruiting measures such as time to fill, offer acceptance, candidate conversion, source effectiveness, recruiting cost and new-hire retention.

· Use recruiting data, turnover trends and candidate feedback to recommend adjustments to sourcing, advertising and hiring processes.

· Ensure recruiting practices are consistent, job-related and aligned with company policies while delivering a positive candidate experience.

Onboarding and HRIS Administration

· Coordinate preboarding and onboarding and follow up on incomplete documents, training and employment requirements.

· Complete and maintain Form I-9 and E-Verify documentation in accordance with established procedures.

· Enter and process approved new hires, transfers, promotions, compensation changes, status changes and terminations.

· Conduct routine HRIS audits and maintain accurate personnel files and employment records.

· Prepare routine employment documentation and assist with employment verification requests.

· Monitor HR communication channels and route sensitive or complex matters to the appropriate HR leader.

Payroll Support

· Serve as the designated backup for weekly payroll processing and maintain current knowledge of payroll procedures.

· Review timekeeping and payroll reports for missing punches, overtime, minimum wage, tips, deductions and other discrepancies.

· Assist managers with routine payroll and timekeeping questions and research paycheck discrepancies.

· Enter or verify approved payroll changes, adjustments, bonuses and other earnings.

· Maintain payroll checklists and backup documentation and assist with reconciliations, audits and year-end activities.

· Escalate significant payroll errors and wage-and-hour concerns to HR leadership.

HR Administration and Support

· Respond to routine Team Member and manager questions and appropriately escalate matters requiring interpretation or judgment.

· Prepare staffing, turnover, recruiting, onboarding and payroll-related reports.

· Assist with performance-review administration, HR communications, training, engagement and retention initiatives.

· Maintain HR forms, procedures, checklists and reference materials and support special HR projects.

· Under the direction of the Senior Human Resources Manager, assist with benefits enrollment, leave documentation, required records and routine compliance tracking.

· Gather documentation and provide administrative support for unemployment, workers’ compensation, OSHA and other compliance matters.

The Senior Human Resources Manager retains primary responsibility for benefits administration, leave administration, workplace accommodations, workers’ compensation case management and HR compliance. This position provides administrative support and does not make benefit, leave or compliance determinations.

Scope of Authority and Escalation

The position independently handles routine recruiting, onboarding, HRIS, payroll-support and HR administrative responsibilities within established procedures. The following matters must be escalated to the Senior Human Resources Manager or Vice President of Human Resources:

· Employee complaints, investigations, disciplinary recommendations and termination decisions.

· Workplace accommodations, complex leaves and benefit-plan interpretation.

· Wage-and-hour concerns, significant payroll discrepancies or potential compliance issues.

· Compensation decisions, policy exceptions, legal notices or government inquiries.

· Matters involving senior leaders or significant organizational risk.

Measures of Success

· Progress toward established staffing levels and strength of candidate pipelines.

· Qualified candidates sourced, interviewed, offered and hired and time required to fill approved openings.

· Candidate communication, offer acceptance, conversion and new-hire retention.

· Effectiveness and cost of recruiting sources and events.

· Accuracy and timeliness of recruiting reports, onboarding documentation and HRIS records.

· Ability to identify obstacles, recommend solutions and adjust recruiting activity.

· Accuracy and readiness when serving as payroll backup.

· Timely resolution or appropriate escalation of Team Member and manager requests.

The position is accountable for maintaining recruiting momentum, developing qualified pipelines and recommending adjustments to recruiting strategy. Final hiring decisions, staffing-authority decisions and recruiting-budget approvals remain with the appropriate hiring manager and HR leadership.

Physical and Scheduling Requirements

· Ability to work primarily from the Support Center with regular travel to Swensons locations and recruiting events.

· Occasional evening or weekend availability for hiring events, urgent staffing needs or payroll support.

· Ability to perform the essential functions of the position with or without reasonable accommodation.

Swensons Drive-In Restaurants, LLC is an equal opportunity employer.

Qualifications

· Bachelor’s degree in Human Resources, Business Administration or a related field preferred.

· Three or more years of recruiting, Human Resources administration or combined HR experience preferred.

· Experience managing multiple openings in a fast-paced, multi-location environment preferred.

· Experience with an HRIS, applicant tracking system and payroll or timekeeping system; Paylocity experience is a plus.

· Working knowledge of recruiting, onboarding, Form I-9, E-Verify, background checks, payroll practices and employment recordkeeping.

· Ability to source proactively, interpret recruiting data and adjust recruiting activity.

· Strong interviewing, communication, organization, follow-through and attention to detail.

· Ability to maintain confidentiality, use sound judgment and recognize when escalation is required.

· Proficiency with Microsoft Excel, Outlook and Word.

· Ability to travel locally to stands, hiring events, colleges and community events as needed.