Talent Acquisition Manager

Gracious Hospitality Management is first and foremost an outstanding hospitality company that conceptualizes Michelin-starred and James Beard nominated restaurants. We focus on both passion and profitability. We are professionals committed to ensuring exceptional hospitality and service to our customers. GHM has been honored with receiving a Michelin star eight years in a row for its restaurants Piora, Cote Korean Steakhouse & COTE Miami.

THIS IS A TEMPORARY TO POSSIBLY PERMANENT POSITION

Job Summary:

The Talent Acquisition Manager is responsible for leading and optimizing the full-cycle recruitment strategy across the organization. This role oversees key performance metrics such as Time to Hire, Cost Per Hire, and Hiring Manager Satisfaction, while partnering closely with Finance and Executive Leadership on headcount planning. The Manager is also accountable for enhancing diversity and equity in hiring, building a strong employer brand, and developing data-driven sourcing strategies. Additionally, this role drives recruiting-related learning and development initiatives, ensuring consistent training and support for hiring managers. Strong relationship management and strategic advisory skills are essential to influence recruitment best practices and deliver an exceptional candidate and hiring manager experience.

Essential Job Duties & Responsibilities:

Job duties and responsibilities include, but are not limited to the following:

Oversee Talent Acquisition KPIs:

• Create & monitor 90 Day Hiring Manager Satisfaction Survey: measure how satisfied Hiring Managers are with the competency and performance levels of new hires.
• Create & monitor Cost Per Hire metrics: to aid in identifying how many new employees can be hired within a given fiscal year based on company budget.
• Partner with Finance and Executive Leadership team on all headcount budgets, providing modeling of staffing as needed.
• Create & monitor Time to Hire metrics: to aid in identifying how long the hiring process takes (breakdown metric per TA Coordinator/Recruiter).
• Create New Hire Turnover metrics: to identify the percentage of new employees that resign within an outlined timeframe.
• Create Candidates Per Hire metrics: to identify how many candidates had to be interviewed before one was hired for a position.
• Create Net Performer Score metric: to identify candidate experience.

Oversee Outreach & Communication

• Create & monitor Sourcing Channel Effectiveness: measurement of what each sourcing channel contributes to overall hiring process (monthly audit & ATS software).
• Create & monitor Sourcing Channel Cost metrics: measurement of how much each sourcing channel cost with respect to labor expenses & ad spend.
• Create & monitor circle of attrition communication.
• Create & monitor refusal email notification.

Oversee Diversity & Equity in Hiring Practices:

• Create & monitor diverse representation in applicant pool (monthly audit; incorporate into rollup).
• Create quarterly outreach strategy incorporating varying platforms, opportunities, and programs.
• Influence interviewing panels so as to incorporate employees of varying demographics.
• Ensure variation in recruiting channels utilized in attracting diverse candidates (e.g. social media, job boards, career events, conferences).
• Create & monitor pay equity gap metrics within teams across company (monthly audit).
• Create & monitor promotion gap metrics within teams & across the company (monthly audit).

Oversee External TA Branding:

• Oversee the overall Employer Branding Strategy, responsible for aligning the look of the GHM brand and culture with potential talent. You will be responsible for the look and feel of our
  culture externally, to attract top talent and improve our overall view on outreach platforms.

Client Relationship Management:

• Excellent interpersonal skills to build and maintain strong relationships with internal and external stakeholders.
• Strong ability to advise and influence hiring managers on recruitment best practices.
• Manage and drive the full-cycle recruiting process for the team- overseeing job postings, reviewing applications, and managing candidates from initial screenings and assessments through final offer negotiations.

Learning & Development:

• Work with the L&D Coordinator and Employee Engagement & Office Manager in creating/implementing courses on all aspects of the TA process ensuring compliance within the organization.
• Empower GHM Leaders to guide the full-cycle recruitment process with all departments across the organization with a focus on coaching, developing, and ongoing training to support a continuous growth mindset.
• Create an interview guide in collaboration with VP, People and Culture.

• Structured, generous compensation for all positions
• Comprehensive Medical, Dental, and Vision benefits
• Flexible Spending Account/Health Savings Account
• Commuter Benefits
• Referral Bonus Program
• Career Advancement Opportunities
• Employee Recognition Awards
• Paid Time Off

Gracious Hospitality Management fully complies with all applicable federal, state, and local anti-discrimination laws by providing equal employment opportunities to all employees and job applicants without regard to race, color, religion, sex (including pregnancy, childbirth, and related medical conditions, sexual orientation, or gender identity), national origin, age (40 or older), disability, and genetic information (including family medical history), or any other legally protected status.

Applicants requiring a reasonable accommodation to perform the essential functions of the job should contact the Human Resources department at people@gracioushm.com.