Headquartered in Atlanta, Georgia-Pacific is one of the world’s leading manufacturers and marketers of building products, tissue, packaging, paper, cellulose and related chemicals. The company employs more than 30,000 people at approximately 300 locations in North America and South America. Georgia-Pacific is an independently managed and operated company of Koch Industries, Inc., a private company headquartered in Wichita, Kansas.At Georgia-Pacific, we believe in creating long-term value for our company, customers and business partners. Our employees are guided by Market Based Management® principles, which are based on integrity and compliance. These principles challenge us to achieve world-class excellence by constantly finding new and better ways to manufacture products and support the needs of our customers.Our company also strongly believes in making significant contributions that support our neighbors and the environment. Through the Georgia-Pacific Foundation and various facility programs, GP employees work closely with non-profit organizations to promote growth and sustainability in the community.Our familiar North American consumer tissue brands include Quilted Northern®, Angel Soft®, Brawny®, Sparkle®, Soft ’n Gentle®, Mardi Gras® and Vanity Fair®, as well as the Dixie® brand of disposable cups, plates and cutlery and enMotion® dispenser line.

Full cycle recruiting efforts and managing requisition load of 25-35 requisitions for the Southeast retail region to support hiring and onboarding store leadership (executive, district manager, store managers & assistant store managers).• Provided training to current and new recruiters on diversity, inclusion, and equity sourcing strategies and techniques that enabled the team to target a wider diverse candidate. • Develop and manage relationships with external parties to build a high quality and diverse candidate pool.• Engage in timely and appropriate communications with all candidates, hiring managers, generalists, and other stakeholders.• Foster relationships with high potential candidates for future opportunities. Ensures that candidates have a highly positive experience during the Starbucks recruitment and selection process.• Identifies focused recruitment strategies for markets.• Manage the full-cycle recruitment process across a functional group or business unit. Ensures that the hiring process complies with Starbucks policies and procedures and with employment laws and regulations.• Proactively identifies and implements effective sourcing strategies. Continuously builds and sustains a high-quality diverse candidate pipeline.• Support new recruitment strategies. Consults with hiring managers on recruitment and interview process for current and future approved openings.• Utilize Taleo automated applicant tracking system in compliance with staffing requirements to support the recruitment process.• Partner with Resources generalists and business unit and department leaders to understand strategic business objectives and organizational design and to develop strategies to meet current and future staffing needs.

• Manages the full-lifecycle recruitment process for permanent positions while providing a consultative approach (Logistics, Supply Chain, Engineering, Distribution, HR, Retail, F&A, Manufacturing).• Drives consistent communication with hiring teams, provides detailed market analysis, and executes creative sourcing techniques across multiple business channels.• Manages a full desk of open requisitions, sourcing and delivering candidates through a variety of channels in exempt and non-exempt roles (LinkedIn Recruiter, Indeed, Zip Recruiter, and social media).• Builds and maintains proactive partnerships with internal and external clients in order to understand business and hiring needs.• Develops and executes recruitment strategies to proactively search for a diverse pool of candidates using various recruiting methods including cold-calling, networking/relationship building, social networking, and building and maintaining a pipeline of talent.• Acts in a front-line leadership role within Talent Acquisition, promoting change and innovative ideas to ensure continuous improvement of the department.• Acts as Subject Matter Expert on hiring techniques and legal issues regarding hiring practices; gathers competitive intelligence, industry trends, and labor market data to create and execute search strategies.• Acts as liaison between candidates, Hiring Managers, and HR business partners providing guidance through the interview, offer, and hiring process.• Leads small project teams for stretch assignments within Talent Acquisition to expand working knowledge and business acumen.• Generates reports and data, new proposals, and general corporate information and contributes to weekly presentations to Operations Executive team (Excel and PowerPoint).• Liaises with external Recruitment Agencies and vendors.• Delivers results against Talent Acquisition metrics (time to fill and quality scores).

Recruiter for The Home Depot Design Center Here at The Home Depot we are driving a fast growing team that has been responsible for double digit growth year over year. We have created a multibillion dollar department through continuous multi-channel investments and empowering our employees to take charge of their career. Be a part of building the next generation of retail at a company that prides itself on making people our competitive advantage.• Specialize in gathering market intelligence and industry knowledge to help identify the key candidate market and build a comprehensive strategy for filling critical roles• Partnering with hiring managers, product leaders and recruiting team to effectively define position requirements and reviewing the recruiting and selection process• Build trust and collaborative relationships with the product leadership, hiring managers, fellow recruiters and applicants• Build excellent pipelines of top level candidates for key positions within the organization• Provide expert level knowledge and mentor-ship for incoming sources and recruiters surrounding tools, technology and techniquesLearn more about the great work The Home Depot Foundation is doing by going to www.homedepotfoundation.org

Collaborate with various levels of management to identify recruiting needs throughout the company. Source candidates and work to fill a variety of roles within the company throughout the United States, including both independent contractors as well as direct hire employees. • Review online applications, evaluate qualifications of both internal and external candidates, conduct prescreen interviews to analyze candidate experience and fit, coordinate pre-employment tests as needed, and develop a short list of potential candidates.• Schedule and conduct phone screenings and evaluations• Present fully-screened qualified candidates to hiring managers in a timely manner and coordinate interviews. Arrange travel and lodging (international and domestic) for applicants, as needed.• Manage candidate interview results and selection decision with hiring manager. Provide candidates feedback on interview results as appropriate. • Complete reference check and background checks on selected candidates, as requested.• Participate in the offer process including negotiating offers with candidates.• Prepare offer letter/employment agreement for signature.• Liaise between new hires and human resources, ensuring submission of all documentation required.Manage the overall recruiting process• Actively pursue new candidates through multiple recruiting channels e.g. job boards, community events, and organizations etc.• Manage job boards and social networking websites

The Senior Recruiter develops and implements a full-cycle recruiting and staffing strategies with special emphasis on a well-qualified and diverse pool of candidates, timeliness, and cost effectiveness. The primary role is to fill hard-to-fill positions, one off positions, work with high demand departments, and professional level recruitment. Position is also responsible to create recruiting strategies in the community, creating community contacts and acting as liaison with community organizations. The HR Generalist is responsible for partnering with leadership to provide support regarding employee relations issues, performance management, and organizational effectiveness.

Generate a candidate pipeline utilizing various sources (internet, college, personal observation, referrals, etc.)Establish professional relationships to identify potential candidatesConduct candidate testing through the selection processDevelop a social media strategy for driving engagement to the division office pageManage candidate pipelineSupport candidates through the process of transitioning into the advisor positionReview advisor contract and compensation arrangements with selected applicants to ensure there is a clear understanding and acceptance of contract and compensation provisions and clausesLife at Mutual is different from (and we think better than) most other companies.