Talent Acquisition Manager

OneDigital is the HR outsourcing partner for LR Paris This is a hybrid role (3 days onsite). Candidates must be based within a commutable distance of NYC. Who we are: At LR Paris , we believe in the transformative power of thoughtful gifting. With a blend of artistry, ingenuity, and intention, we craft unique branded product solutions and packaging that not only accentuate a brand's identity but also builds authentic, timeless connections. As a team, we've successfully elevated client and employee relationships for one of the world's largest financial institutions through the creation of exclusive high net worth client gifts and the implementation of unique employee onboarding gifting programs. We have also played an integral role in the launch of new brands and the meticulous design of product lines for a renowned investment bank. Furthermore, our expertise extends to crafting exquisite gifts with purchase (GWP) packaging and customer loyalty incentives for leading global cosmetic companies. By 2028, we aspire to be the go-to branded product solution partner for all Fortune 500 companies. Your role: The Talent Acquisition Manager (individual contributor) owns hiring at LR Paris end to end, across sales, client support, merchandising, and marketing. You will find the candidates, run them through a clean process, and close them. This is a sourcing role first: most of our best hires will not apply, they will be people you went and found. Sales is the highest volume of the four, with a target of three sales hires landed every quarter, sustained. You will also own onboarding and training coordination for every hire, so the person who sold them on LR Paris is the same person who walks them through their first weeks. This is a standalone role. There is no HR generalist above you and no coordinator below you. Responsibilities The duties described below are the essential functions of this position. Sourcing and Full-Cycle Recruiting Build and execute outbound sourcing strategy for all open requisitions across sales, client support, merchandising, and marketing, using LinkedIn Recruiter, referrals, and direct market mapping of competitors and adjacent industries. Maintain warm pipelines ahead of demand in each function, so hiring does not start from zero every time a req opens. Run intake with hiring managers to define the profile, then hold the process to it. Conduct first-round phone screens using standardized screening questions and scoring rubrics, and deliver a written recommendation on every candidate advanced. Schedule interviews across hiring managers and interview panels. Complete and record reference checks for all potential final candidates. Own offer strategy in partnership with the CEO, extend offers, and manage candidate closing and counteroffer conversations. Create LinkedIn job posts and manage the candidate-facing presence of open roles. Maintain all requisition and candidate records in LR Paris' HRIS and internal systems, including status updates, notes from interviews, and req close-out. Own and distribute the recruiting/hiring report on a regular cadence: pipeline by stage, time to fill, source of hire, and offer acceptance. Conduct all hiring activity in compliance with applicable federal, New York State, and New York City employment law, including pay transparency, salary history inquiry restrictions, and fair chance hiring requirements. Onboarding and Training Add new hires to the HRIS system and complete all new-hire recordkeeping. Execute the end-to-end onboarding process for new hires, including new-hire paperwork, access/equipment coordination, and scheduling. Complete Form I-9 employment eligibility verification and E-Verify confirmation for all new hires, applied uniformly and in accordance with E-Verify program requirements. Own, maintain, and deliver the new-hire orientation and training program, and keep the underlying materials current. Introduce new hires to LR Paris's culture and team traditions as part of the onboarding experience. First 90 Days This role ramps, and it inherits a function rather than joining one. We are not expecting three hires in month one. Days 1-30: Learn the business and what strong looks like in each function. Sit with function leaders. Take inventory of the existing process, tools, and materials, and flag the gaps. Build the initial target lists. Days 31-60: First pipelines live, first screens delivered, first candidates in front of hiring managers. Onboarding process running under your ownership. Days 61-90: First hires closed, sourcing rhythm established, reporting running weekly. Full run rate of three hires per quarter is expected by the start of the second full quarter. Qualifications At least five (5) years of full-cycle recruiting experience, including sales hiring. Agency or in-house. Demonstrated outbound sourcing ability. You can point to hires you found rather than hires who applied. Hands-on experience with LinkedIn Recruiter and an applicant tracking system / HRIS. Experience recruiting across more than one function, and comfort carrying a requisition load and working to a hiring number. Bachelor's degree, or an equivalent combination of education and relevant work experience. Must be located in the NYC area and able to come into the office on a hybrid schedule. Strong organization skills and attention to detail. Customer-service orientation toward candidates and hiring managers. Experience owning onboarding, orientation, or new-hire training, not only executing someone else's process. Working familiarity with employee relations fundamentals and administrative HR practices. Basic working awareness of employment law concepts as they apply to interviewing and recordkeeping (e.g., permissible interview questions). Experience with Microsoft office including SharePoint, and Microsoft Forms. Must be self-motivated, with strong problem-solving skills. Ability to use good judgment and react under pressure, while still being flexible/adaptable. Our Core Values HUMANS CONNECTING HUMANS - At the end of the day that's what we do, build lasting connections. We bridge the gap between brands and their audiences, creating unforgettable brand experiences. TANGIBLE STORYTELLERS - We aren't selling products; we're creating unique brand experiences that our clients are proud to put their logo on. QUALITY WITHOUT COMPROMISE - You can't put a price on perception, but quality shouldn't cost more. CUSTOMER (+EXPERIENCE) OBSESSED - We're brand obsessed and love turning good products into great brand experiences. IMPOSSIBLE ISN'T LR PARIS - We make it happen. That's really it. When something's hard, we figure it out as a team. When there's a problem, we solve it. Our clients work with us because they know we'll show up and do the work, and we don't stop until they're happy. We're invested in their success, and it shows in everything we do. Compensation Actual compensation within the range will depend on job-related factors including relevant experience, demonstrated skills, and internal equity. This position is not commission eligible. Any bonus or incentive compensation, if offered, is discretionary. Benefits Subsidized medical, dental, and vision Commuter Benefits 401k

HSA & FSA

Supplemental Life Insurance Voluntary Short & Long Term Disability PTO - 2 weeks of vacation, 8 holidays and 5 sick days Paid sick leave and paid family leave as required by New York State and New York City law Equal Employment Opportunity LR Paris is an equal opportunity employer. We do not discriminate in hiring or employment on the basis of race, color, religion, creed, national origin, citizenship status, age, sex, gender, gender identity or expression, sexual orientation, pregnancy, marital or partnership status, familial or caregiver status, military or veteran status, disability, predisposing genetic characteristics, domestic violence victim status, or any other characteristic protected by federal, New York State, or New York City law. Reasonable Accommodation LR Paris provides reasonable accommodations to qualified applicants and employees with disabilities, and for religious observance and practice, in accordance with applicable law. Applicants who require an accommodation to participate in the application or interview process should contact Human Resources. #J-18808-Ljbffr Resourcing Edge