•Recruit for non exempt and exempt level positions usually focusing on multiple functional areas•Develop plans to source qualified candidates and increase applicant pools, using appropriate sources such as job boards, college career fairs, internet sites and networking•Conduct effective intake meetings with hiring managers to understand job details•Negotiate offers with candidates•Fill 80-100 jobs per yearEducate, influence and enable the business to hire the right talent•Identify process issues and makes recommendations for improvement•Partner with hiring manager to identify qualified candidates, seek feedback, and make hiring recommendations •Communicate appropriate expectations to and influence hiring managers regarding TA processes•Provide timely updates to hiring managers with information regarding market place, obstacles, and work with manager to identify solutions •Help shape employment offers with hiring managers•Educate and communicate appropriate expectations to and influence hiring managers, HR and HRBP regarding TA process•Sell Staples as great place to work to applicants Leverage metrics and data to drive results and achieve company objectives•Use reporting tools (such as Excel) to identify obstacles and to provide manager updates•Effectively use business systems such as Outlook, Word, Applicant Tracking Systems (Taleo) to identify obstacles, update managers and candidates, and ensure compliance •Leverage available tools and resources to increase diversity of applicant pool and reviews quarterly diversity scorecardUnderstand key policies, practice and guidelines and their effect on the selection process•Follow legal requirements of talent acquisition including OFCCP, selection & hiring guidelines and any recordkeeping and compliance requirements •Partner with Compliance to understand company AA goals and expectations•Make recommendations to improve established processes