Advisor Field HR Talent Acq

Job Summary

The Field Talent Acquisition Analyst is a solutions-driven recruitment professional responsible for managing the full recruiting lifecycle, driving proactive local sourcing strategies, and attracting top-tier talent across our regional and field operations. Serving as a vital strategic partner, the role collaborates closely with team members at the Customer Support Center (Corporate), Distribution Centers, and other field teams as needed to meet dynamic staffing needs.

The ideal candidate possesses sharp sourcing skills, thrives in fast-paced environments, and is committed to clear, open communication. We are looking for an independent problem-solver who takes ownership of localized hiring challenges, presenting thoughtful solutions. To succeed in this role, you must maintain a highly professional demeanor while seamlessly blending into our hardworking, collaborative, and approachable team culture.

Key Responsibilities

Talent Acquisition & Onboarding

• Manage end-to-end recruitment for high-volume hourly, skilled trade, and field operational positions, including exempt and non-exempt roles, from requisition creation through offer acceptance and onboarding.


• Build and maintain proactive talent pipelines for critical operational roles through localized strategic sourcing, community relationship management, and regional market intelligence.


• Conduct behavioral and technical pre-screening interviews, manage local hiring events/job fairs, and evaluate candidates to ensure quality of hire.


• Collaborate with regional directors and local hiring managers to define hiring strategies, workforce plans, and candidate profiles while providing regional market trends, recruiting metrics, and hiring recommendations.


• Oversee pre-employment screening through completion, ensuring alignment with local and federal guidelines.


• Monitor regional recruiting metrics, including time-to-fill, source effectiveness, and hiring manager satisfaction, and recommend process improvements to reduce turnover.

HR Operations & Administration

• Partner with business and HR stakeholders to review job descriptions, establish accurate job classifications, and define essential physical requirements for field roles.


• Partner with Human Resources to ensure a smooth transition from candidate to new hire to support employee engagement and long-term retention.


• Maintain the accuracy and integrity of data and personnel records while preparing, updating, and managing employee files and job descriptions through the Talent Acquisition process.


• Collaborate on process improvement initiatives, including ATS reporting, workflow optimization, and operational efficiency.


• Oversee temporary staffing including time tracking and accounts payable processes, ensuring payroll accuracy, and timely payments.

Knowledge, Skills, and Abilities

• Deliver clear, effective verbal and written communication with exceptional attention to detail, with the ability to connect easily with both frontline workers and management.


• Foster positive working relationships while handling sensitive and confidential matters with professionalism, discretion, and integrity.


• Analyze and interpret employment laws, organizational policies, and regulatory requirements to support compliance and informed business decisions across multiple geographic regions.


• Prioritize multiple responsibilities, manage a high volume of active requisitions, and drive projects to completion with minimal supervision.


• Leverage Google Suite and ATS platforms.


• Willingness to travel up to 30% (or as needed) to regional sites, job fairs, and community hiring events.

Minimum Job Qualifications

• Bachelor’s degree in Human Resources, Business, or another related field (or equivalent practical experience).


• Minimum of 7 years of dedicated full-cycle recruiting or talent acquisition experience, with a strong preference for high-volume, field, or retail recruiting.


• Proven experience utilizing proactive local sourcing methods (e.g., localized job boards, community partnerships, niche networks) to find active and passive candidates.


• Demonstrated ability to communicate transparently and build relationships with stakeholders across multiple locations.


• Proficiency with Applicant Tracking Systems (ATS).