Talent Acquisition and HR Specialist

Description Position Summary The Talent Acquisition and HR Specialist supports Swensons’ staffing needs and day-to-day Human Resources operations. Approximately 50–60% of the position is dedicated to recruiting, with the remaining 40–50% focused on onboarding, HRIS administration, payroll support and general HR administration. This position owns the day-to-day recruiting process, develops candidate pipelines and uses staffing data to adjust recruiting activity.

The position also maintains accurate employee information and assists the Senior Human Resources Manager with benefits, leave and compliance administration. Primary Areas of Accountability · Develop and execute recruiting plans based on business and market needs. · Build and maintain qualified candidate pipelines for recurring and critical positions. · Manage onboarding completion and HRIS data accuracy.

· Serve as the designated payroll backup and complete routine payroll audits. · Provide responsive and accurate HR administrative support. Essential Responsibilities Talent Acquisition Strategy and Recruiting · Own the day-to-day recruiting process and maintain visibility into staffing needs across all stands, markets and Support Center departments. · Partner with HR and Operations leaders to identify current openings, anticipated needs and business-critical positions.

· Develop and execute market-specific recruiting plans based on staffing levels, applicant flow and hiring challenges. · Build active candidate pipelines and prioritize positions and locations with the greatest operational need. · Manage full-cycle recruiting, including sourcing, screening, interviews, candidate presentations, offers and pre-employment requirements. · Select and manage appropriate sourcing methods, including job boards, sponsored advertising, referrals, colleges, community partnerships, hiring events and grassroots outreach.

· Plan and lead recruiting events and evaluate their results, including applicants, interviews, offers, hires, retention and cost. · Maintain timely communication with candidates and hiring managers and address delays or breakdowns in the process. · Provide weekly recruiting reports that identify openings, pipeline strength, hiring activity, aging positions, obstacles and recommended next steps. · Track recruiting measures such as time to fill, offer acceptance, candidate conversion, source effectiveness, recruiting cost and new-hire retention.

· Use recruiting data, turnover trends and candidate feedback to recommend adjustments to sourcing, advertising and hiring processes. · Ensure recruiting practices are consistent, job-related and aligned with company policies while delivering a positive candidate experience. Onboarding and HRIS Administration · Coordinate preboarding and onboarding and follow up on incomplete documents, training and employment requirements.

· Complete and maintain Form I-9 and E-Verify documentation in accordance with established procedures. · Enter and process approved new hires, transfers, promotions, compensation changes, status changes and terminations. · Conduct routine HRIS audits and maintain accurate personnel files and employment records. · Prepare routine employment documentation and assist with employment verification requests.

· Monitor HR communication channels and route sensitive or complex matters to the appropriate HR leader. Payroll Support · Serve as the designated backup for weekly payroll processing and maintain current knowledge of payroll procedures. · Review timekeeping and payroll reports for missing punches, overtime, minimum wage, tips, deductions and other discrepancies. · Assist managers with routine payroll and timekeeping questions and research paycheck discrepancies.

· Enter or verify approved payroll changes, adjustments, bonuses and other earnings. · Maintain payroll checklists and backup documentation and assist with reconciliations, audits and year-end activities. · Escalate significant payroll errors and wag