What are the responsibilities and job description for the Talent Acquisition Partner position at RideNow Powersports?
Talent Acquisition Partner – Retail Operations
Location: Chandler, AZ
Reports To: Vice President of Human Resources
FLSA Status: Exempt
Work Schedule: Monday–Thursday in office; Friday remote
Position Summary
The Talent Acquisition Partner is responsible for building and executing a scalable recruiting function that supports RideNow’s growing retail operations across 30 locations in 12 states.
This role is both strategic and hands-on—responsible for assessing the current recruiting landscape, identifying gaps, and implementing structured processes that improve hiring speed, quality, and consistency across all locations.
The Talent Acquisition Partner will personally manage requisitions while establishing standardized recruiting practices, improving hiring manager accountability, and leveraging systems to create a more efficient and effective hiring process.
The goal of this role is to move recruiting from a reactive, inconsistent process to a disciplined, high-performing function that supports the business at scale.
Key Responsibilities
Recruiting Execution
- Manage full-cycle recruiting for assigned roles, including high-volume retail positions and critical business roles
- Source, screen, and advance candidates through the hiring process
- Ensure timely movement of candidates and consistent communication throughout the process
Recruiting Process Design & Improvement
- Assess current recruiting processes and identify gaps, inefficiencies, and risks
- Implement standardized recruiting workflows across all locations
- Establish clear intake, approval, and hiring processes to improve consistency and accountability
- Eliminate reactive and ad hoc hiring practices
Hiring Manager Partnership & Accountability
- Partner with General Managers and leadership to support hiring needs across locations
- Guide hiring managers on role definition, candidate evaluation, and hiring decisions
- Reinforce consistent recruiting processes and expectations across all locations
- Provide direction and challenge inconsistent or ineffective hiring practices
Pipeline Development
- Build and maintain candidate pipelines for high-volume and repeat roles (e.g., technicians, sales roles)
- Develop proactive sourcing strategies to reduce time-to-fill and improve candidate quality
- Leverage job boards, sourcing tools, and network outreach to build talent pools
HR Systems & Recruiting Technology
- Utilize ADP Workforce Now Recruiting Management (RM) to manage requisitions, candidate flow, and hiring activity
- Partner with HR Operations to improve system usage, workflows, and reporting
- Support integration between recruiting, onboarding, background checks, and employee records
Pre-Employment Process Coordination
- Coordinate pre-employment activities including background checks and onboarding through ADP
- Partner with HR, Risk, and Operations to support the development and implementation of a standardized drug testing process
- Ensure a consistent and compliant pre-employment experience across all locations
Metrics & Reporting
- Track recruiting activity including time-to-fill, candidate flow, and pipeline health
- Identify trends and provide recommendations to improve recruiting effectiveness
- Support development of recruiting metrics and reporting standards
Additional Responsibilities
- Perform additional responsibilities as needed to support recruiting operations, process improvement, and business needs
Qualifications
- 5 years of recruiting experience, preferably in retail, multi-location, or high-volume environments
- Proven ability to build or improve recruiting processes and systems
- Experience managing full-cycle recruiting independently
- Strong experience with ADP Workforce Now Recruiting Management or similar ATS
- Ability to influence and guide hiring managers while maintaining process discipline
- Strong organizational, communication, and problem-solving skills
Physical Requirements & Work Environment
- Ability to sit and work at a computer for extended periods
- Occasional standing, walking, and movement within office or retail locations
- Regular use of standard office equipment (computer, phone, etc.)
- Ability to travel occasionally to retail locations (estimated <10%) to support hiring initiatives and operational alignment