Job Summary Reporting to the Manager, Talent Acquisition, the Talent Acquisition Specialist is a dynamic talent professional responsible for managing full life cycle recruiting efforts for their assigned NAPA employee population. The Talent Acquisition Specialist is a seasoned recruiter that focuses on all areas of the talent acquisition process from determining staffing needs, promoting jobs, reviewing resumes, conducting interviews, extending job offers, and following up through hiring and onboarding, all while staying in close partnership with their respective People (HR) leaders, hiring managers and candidates. Responsibilities Collaborates with hiring managers and HR leaders to align on the requirements needed for roles and develop “ideal candidate” profiles. Generates robust and diverse candidate pools for open requisitions, engaging in aggressive, creative and productive data-backed sourcing activities. Reviews resumes to determine the fit of a candidate’s skills, experience, and knowledge in relation to the position requirements. Pre-screens candidates and presents synopses and recommendations to hiring managers for role and culture fit. Actively updates applicant tracking systems to ensure they keep up with status changes for candidates throughout the Talent Acquisition process. Identifies new channels and talent pools within NAPA and the community. Continuously identifies creative ways to increase efficiencies, contain cost and make improvements to recruiting process. Guide the hiring leaders throughout the interview and selection process to ensure a smooth recruiting engagement leading to an effective hire. Be a part of all diversity recruiting initiatives across the company. Acts as a brand ambassador to internal and external talent to promote NAPA as the employer of choice. Qualifications High school diploma. 2 years’ experience implementing full cycle recruiting activities. Proficiency with Microsoft Office (Word, Excel, PowerPoint). Must possess excellent verbal, written, and interpersonal communication skills. Experience using ATS’s throughout recruiting lifecycles. Demonstrated learning agility – ability to pick up new things quickly with a desire to learn. Demonstrated experience implementing talent acquisition functions. Preferred Qualifications Bachelor's degree in in human resources, Psychology or relevant discipline. 3 years’ experience implementing full cycle recruiting activities. SHRM-SCP or SPHR Certifications. Workday experience. Familiarity with emerging recruiting trends and sourcing strategies. Proven success in partnering with business leaders on talent acquisition efforts. Leadership Skills Embodies the following values: serve, perform, influence, respect, innovate, team. Effectively communicates by motivating and inspiring others through clear and proactive communication. Delivers results and drives customer success by committing and focusing on outcomes to deliver results and making the customer the center of decisions. Makes balanced decisions and thinks strategically by being a forward thinker. People Capabilities Business Acumen: Must possess industry, organization, and financial knowledge. Strategic Consulting: Must be able to provide consultative problem-solving, as well as project and risk management competency. Relationship Management: Must promote collaboration, networking, persuasion and influence. Data Judgement: Must be able to provide data foundations, interpretation and storytelling. Talent Management: Provide strategic HR expertise, employee experience management, change management and technological savviness. Agility: Must lead with a growth mindset and drive innovation and iteration. Physical Demands / Working Environment Must be able to work in a corporate office setting. Not the right fit? Let us know you're interested in a future opportunity by joining our Talent Community on jobs.genpt.com or create an account to set up email alerts as new job postings become available that meet your interest! GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons. Since 1928, GPC has set the standards for performance and value for our customers and our stakeholders. Today, we’re proud to say we’re the largest global auto parts network and a leading industrial parts distributor, one that offers rewarding careers that combine small company feel with a global scale. Our strengths are in the relationships we build and the value we deliver by merging local expertise with a global force.