• Provides recommendations to Genesco’s overall recruitment strategy, including identification of future talent needs, proactive recruiting, sourcing and creating specialized competitive intelligence and research in regards to talent selection and retention• Direct recruiting responsibility for Genesco's and it's divisions senior level through executive and IT positions. • Develops, implements, and maintains recruitment and placement policies, systems, and procedures, including strategies and selection techniques to identify, attract, and hire high quality employees• Performance management and development of the Talent Acquisition team member.• Maintains the company’s Affirmative Action Plan, while ensuring adherence to all legal compliance requirements in all recruiting and hiring processes• Develops and implements solutions to ensure continuous improvement of talent acquisition processes and tools through system administration of the applicant tracking system and use of other established recruiting metrics• Maintains up-to-date knowledge of recruiting issues and trends, labor laws, and legislative initiatives that have short and long-term implications on the profitability of the business• Establishes and maintains relationships with hiring managers to stay abreast of current and future hiring and business needs as well as succession planning• Prepares and posts descriptions of job opportunities and collaborates with compensation function to ensure alignment of accompanying compensation schedules• Screens and interviews applicants and gathers information regarding education, experience, training, job skills, salary requirements, availability, interest level, and relocation needs• Manages external advertising, applicant tracking, employee referral, and internship programs• Select, appoint, and manage third party vendors, manage supplier relationships and ensures vendor performance and metrics are appropriate

Talent Acquisition & Succession Planning: Consult with managers to identify opportunities in talent team and support in building effective succession plans.Coordinate with HR Shared Services team to support development and implementation of talent management initiatives and programs. Identify and consult with managers on training needs, performance opportunities, policy interpretations, career development, leadership skills, conflict management and other issues that impact morale or productivity. Learning & Development: Consult with managers on a variety of issues as it pertains to their training needs, performance management, policy interpretations, career development, leadership skills, conflict management and other issues impacting the business. Rewards & Incentives: Consult with HR Shared Services regarding reward solutions and deliver approved programs and practices. Advise managers on a wide array of benefits and compensation-related matters. Execute and sustain Tractor Supply recognition programs. Team Member Relations: Advise in resolution of team member relations issues in stores. Partner with Loss Prevention and Legal on issues that pose a significant risk. Consult with managers on written corrective action documents prior to delivery. Consult with managers on involuntary terminations or as appropriate with Team Member Relations, Legal and or management to properly mitigate risk. Monitor store engagement through metrics and trend analysis to identify gaps and create solutions to improve engagement.Other: Proactively identify opportunities and make recommendations to reduce cost and positively impact metrics by tracking and analyzing key data trends. Work with Business Unit Leaders in project management capacity to develop and implement innovative approaches, programs and policies/procedures that contribute to performance excellence, customer service and support of the company culture through Mission and Values.

Supervise and support a team of 2 field recruiters, 2 recruiting specialist and 1 recruiting coordinator.Lead Recruiter for District Managers, Store Managers, Assistant Managers and field support for all Regions.Establish and maintain business partner relationships through communication and follow-up with District Managers, Regional Vice Presidents, and the Senior Vice President of Store Operations.Utilize proactive recruiting methods of sourcing and cold calling candidates from various job boards (Monster, CareerBuilder, AllRetailJobs, Work in Retail, Linkedin, Indeed, etc.).Negotiate contracts with outside vendors, including Monster, Snagajob, WorkinRetail, Beyond, Indeed.Responsible for creating and maintaining department budget.Served as key implementation resource for the company's Applicant Tracking System ("ATS"), ADP Virtual Edge, and its Onboarding module, Salute.Certified Site Administrator for ADP Virtual Edge. Responsible for managing and maintaining company's applicant tracking system and providing training to Corporate, Field and DC resources.Maintain weekly recruiting reports for the CPO of Human Resources, SVP of Store Operations, the Director of Recruiting, Regional's and District Managers.Conduct and lead training classes for field management and corporate team members on recruiting strategies and techniques, including competency based interviewing, the mass hire recruiting process and general interviewing techniques.Assisted with initial branding and launch of the company's Employee Referral Program. Assisted in the development of internal applicant process for field positions in addition to an Area Manager Interview Process.Lead a TVS event (process improvement) for field candidate selection.

Regional Field Recruiter for 2 of 8 Regions located mainly in southeast markets. Recruiting responsibilities include recruiting for District Managers, Store Managers, Assistant Managers and field support for Team Members, Team Leaders and Receivers.Manage full cycle recruiting inclusive of 1) opening requisitions, 2) scheduling interviews, 3) conducting compensation reviews, 4) extending, creating, and sending offer letters, 5) ordering background checks and drug tests, 6) initiating the tax credit screening, and 7) ensuring completion of the electronic I-9, 8) ensuring completion of new hire paperwork.Proactive recruiting by methods of sourcing and cold calling candidates from various job boards.Candidate and Business Partner Relationship ManagementConduct and lead training classes for field management and corporate team members on recruiting strategies and techniques, including competency based interviewing, the mass hire recruiting process and general interviewing techniques.Conduct panel interviews for internal candidate promotions.Assist SSC (corporate) in filling open needs.Implemented company's Applicant Tracking System.Certified Site Administrator for ATS (updating and maintaining for accuracy and compliance).Provide compensation support to ensure offers made are within company guidelines.Maintain various recruiting reports.Assisted with initial branding and launch of company’s Employee Referral ProgramAssist manager with yearly vendor selection.Special projects as assigned by manager

Recruited for all open positions within the Proof Machine Operating Department.Prescreened applications, performed phone screens, and administered tests.Conducted initial behavioral interviews and scheduled follow-up interviews for Hiring Managers.Prepared candidate offer letters and processed background checks.Processed candidates through the hiring process in the applicant tracking system.Completed and filed employee personnel folders.Facilitated new hire orientation preparations.Assisted with the 2004 Employee Giving Program campaign.