Senior Manager, Talent Acquisition - Early Career ProgramsThe Home Depot

Position Purpose:

The Senior Manager, Early Talent Programs will lead and manage our highly impactful pipeline programs, including, The Home Depots Summer Internship Program and Career Mobility Program. The Senior Manager is responsible for designing and supporting the management of all programmatic elements and ensuring best-in-class experiences for all stakeholders. This role will collaborate with Human Resources Partners, Talent Acquisition, Hiring Managers, and other key business stakeholders to provide best-in-class programs and experiences that attract top entry-level talent nationwide. A successful senior manager will think end-to-end, proactive, flexible, detail-oriented, be a strong communicator and cross-functional partner.

Key Responsibilities:

• 20% Assume a consultative role with TA, HR and business leaders to recommend marketing strategies designed to meet their overall and specific needs. Design and implement marketing plans to support internal staffing initiatives. Identify trends, data and critical factors that impact candidate flow. Leverage this data in determining appropriate recruiting sourcing strategies.
• 20% Develop and lead implementation of digital talent attraction strategy including but not limited to oversight of the careers website, social media platforms, CRM tools, job boards and other touchpoints in a candidate's online journey.
• 20% Lead and create talent attraction, engagement and internal/external marketing strategy to support overall staffing needs and initiatives designed to attract and retain talent and provide a best-in-class candidate experience.
• 20% Lead enterprise employment brand strategy and custom approaches for bringing the brand to life in a way that connects with talent in our priority and hard-to-fill areas of the business.
• 20% Leverage internal resources in Marketing and Corporate Communications & External Affairs departments to execute programs that are aligned with the company's brand strategy. Provide leadership to members of the Talent Acquisition Marketing & Programs team, helping them to deliver great work and continue to grow their careers at The Home Depot. Analyze ROI of marketing initiatives and provide clear and frequent reporting of results, recommendations and overarching strategy to internal stakeholders.

Direct Manager/Direct Reports:

• This position reports to the Director, Talent Acquisition Marketing & Programs.
• This position has up to 2 direct reports.

Travel Requirements:

• Typically requires overnight travel 5% to 20% of the time.

Physical Requirements:

• Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.

Working Conditions:

• Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.

Minimum Qualifications:

• Must be eighteen years of age or older.
• Must be legally permitted to work in the United States.

Preferred Qualifications:

• 5+ years in progressive experience in marketing, communications, talent acquisition or a related field
• Prior employment marketing experience at The Home Depot
• Experience developing and implementing comprehensive marketing, staffing and/or communications strategies on behalf of The Home Depot
• Experience leading impactful creative and digital marketing strategies in support of a large, national brand
• Strong leadership, change management, and relationship-building skills
• Experience compiling and analyzing data to build sound and impactful strategies
• Proven experience in strategic and creative thinking, verbal and written communication, project planning and management
• Experience managing external agencies or internal partners on deadline-driven projects, as well as comprehensive strategy
• Relentless focus on providing excellent customer service and being a fantastic cross-functional partner, while building an approach that is in service to the overall organization
• Strong presentation skills, including building presentations and experience/comfort presenting to leaders
• Highly self-motivated and detail-oriented
• Strong commitment to following up and following through with priorities
• Passion for and proven experience in hiring and developing great talent

Minimum Education:

• The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.

Preferred Education:

• No additional education

Minimum Years of Work Experience:

• 5

Preferred Years of Work Experience:

• No additional years of experience

Minimum Leadership Experience:

• None

Preferred Leadership Experience:

• None

Certifications:

• None

Competencies:

• Action Oriented - Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm
• Attracts Top Talent - Attracting and selecting the best talent to meet current and future business needs
• Builds Networks - Effectively building formal and informal relationship networks inside and outside of the organization
• Communicates Effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences
• Courage - Stepping up to address difficult issues, saying what needs to be said
• Customer Focus - Building strong customer relationships and delivering customer-centric solutions
• Develops Talent - Developing people to meet both their career goals and the organization's goals
• Drives Engagement - Creating a climate where people are motivated to do their best to help the organization achieve its objectives
• Drives Results - Consistently achieving results, even under tough circumstances
• Resourcefulness - Securing and deploying resources effectively and efficiently
• Strategic Mindset - Seeing ahead to future possibilities and translating them into breakthrough strategies
• Values Differences - Recognizing the value that different perspectives and cultures bring to an organization