HR Specialist - Talent Acquisition

Purpose The Talent Acquisition Specialist efficiently identifies, attracts, screens, and selects high-caliber candidates to ensure corporate staffing vacancies are filled in a timely and effective manner. Operating out of corporate headquarters, this role serves as a subject matter expert in corporate recruitment, executing the full talent acquisition lifecycle from requisition management to candidate onboarding. By analyzing recruitment metrics, establishing diverse candidate pipelines, and collaborating closely with hiring managers, the specialist optimizes sourcing strategies within the retail e-commerce sector while maintaining strict compliance with employment standards and organizational goals. Responsibilities Candidate Sourcing & Full-Cycle Recruitment Operations: Recruits qualified candidates through various corporate channels, including applicant databases, social media networks, employee referral programs, and professional placement agencies, to build a diverse talent pool. Screens incoming applications, reviews resumes against role specifications, and conducts thorough pre-screening interviews to assess candidate capability and organizational fit. Coordinates and schedules structured selection interviews via corporate scheduling protocols and communication software in collaboration with hiring managers. Manages offer letter processes, negotiates specific terms of employment, initiates background check verifications, and tracks applicant progression through the Applicant Tracking System (ATS). Facilitates a premium candidate experience from initial contact through the onboarding and introductory phases to support a smooth organizational transition. Process Optimization & Performance Analytics: Partners with corporate hiring managers and senior talent acquisition leaders to understand organizational personnel strategies, operational constraints, and specific departmental hiring needs. Compiles, reviews, and analyzes key recruitment metrics and campaign performance indicators (KPIs) to evaluate the effectiveness of sourcing methods and drive continuous process improvements. Updates and maintains formalized job descriptions and person specifications to ensure role requirements accurately reflect the evolving demands of the retail grocery business environment. Identifies and proposes practical solutions to streamline internal business workflows and support the implementation of new national and international corporate human resources initiatives. Builds strong, collaborative networking relationships with cross-functional internal partners and teams to foster communication and trust throughout the hiring ecosystem. About You Associate’s degree in Human Resources, Business Administration, or a related field focused on application-oriented professional and process knowledge. (In lieu of degree: 1–2 years of retail floor experience + demonstrated success supporting store processes). 1-3 years of specialized full-cycle recruitment experience within a corporate or retail business environment. Comprehensive understanding of corporate recruitment principles, industry staffing best practices, and federal and state employment compliance requirements. Technical proficiency utilizing corporate Applicant Tracking Systems (ATS), human resource information databases, and standard spreadsheet software to manage large talent pipelines. Outstanding analytical and problem-solving skills, with a proven capability to monitor hiring metrics and make data-driven process recommendations. Exceptional verbal and written communication skills, with an ability to process complex information and present it clearly, precisely, and persuasively to diverse target audiences. Strong interpersonal and networking skills, demonstrating an ability to listen actively, adapt communication styles, and build trusting professional relationships with internal and external stakeholders. Physical Requirements Ability to travel up to ~5% of the time, which may include weekends and evenings, as needed. Most work is performed in a temperature-controlled office environment. Must be able to sit for prolonged periods of time at a desk or computer terminal. May use keyboards, telephone, and standard office equipment in the course of a normal workday. Stooping, bending, twisting, and reaching may be required in the completion of job duties. Must be able to lift up to 25 pounds at times. Competencies Personal Competencies: Stays up to date with recruitment guidelines and process standards within their area of expertise. Implements planned operational changes effectively, resolves routine workflow problems flexibly, and reflects regularly on performance feedback. Business Competencies: Maintains a structured overview of tasks and open requisitions, prioritizing assignments based on importance and urgency. Efficiently utilizes departmental resources and completes hiring goals on time while communicating potential pipeline risks proactively. Social Competencies: Communicates recruitment updates clearly and understandably across teams. Listens actively to hiring managers' needs, builds cross‑departmental working relationships based on trust, and handles candidate challenges in an objective, solution-oriented manner. Our Values Ability to demonstrate, understand, and continuously apply our workplace values: Performance: We thrive together to passionately pursue ambitious goals, constantly develop ourselves, and turn complex organizational challenges into opportunities. Respect: We put people at the center of what we do by treating each other fairly, ensuring equal opportunities, and valuing diversity as a key cultural strength. Trust: We believe in each other, communicate openly and honestly, remain completely reliable, and treat mistakes as valuable learning opportunities. Grounded: We dream big while staying down to earth, remaining approachable, choosing simplicity over complexity, and focusing firmly on meaningful results. Belonging: We are stronger together than we are alone, standing up for one another, leveraging our collective strengths, and focusing on sustainable, long‑term relationships. Scope Number of team members directly supervised: 0 Number of team members indirectly supervised: 0 Annual budget/expenditures: Manages assigned tasks responsibly, ensuring that all deliverables explicitly meet predefined time and budget constraints in close consultation with their manager. What You’ll Receive AtLidl, we know that in order for our people to do their best, they must be at their best. That’s why as a company, we offer one of the most generous benefits packages in the industry. All our Lidl employees are eligible to receive the following benefits: Medical & Prescription | Dental | Vision coverage Paid Holiday & Paid Time Off (PTO) to use for sickness or vacation Dedicated training plans to ensure you are set up for success 401k Plan (+ 5% company match) Voluntary Term Life & AD&D Insurance Total Well-Being Program DailyPay, a voluntary benefit to offer employees access to their pay on their own schedule Lidl US views our Corporate Social Responsibility (CSR) through a lens of actions that are Good for the Environment, Good for People, and Good for You. #J-18808-Ljbffr Lidl Atlanta