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Description

The purpose of this classification is to lead the company’s recruiting function by developing and executing strategies that attract, engage, and hire top talent, building a strong leadership pipeline, and ensuring recruiting efforts directly support the company’s long-term business growth and workforce objectives.

ESSENTIAL FUNCTIONS

The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned.

• Lead, coach, and develop the Recruiting Team, fostering a collaborative, results-driven culture aligned with company values and business objectives.
• Design and implement a proactive, data-driven recruitment strategy that supports the company’s short-term and long-term talent needs and business growth.
• Build and maintain a strong talent pipeline to ensure readiness for current and future staffing needs across all areas of the organization.
• Partner with company leadership and key stakeholders to understand evolving workforce needs and align recruiting priorities to support operational and strategic goals.
• Oversee full-cycle recruitment processes, ensuring consistency, efficiency, and high-quality experience for both candidates and hiring managers.
• Utilize technology, sourcing tools, and data analytics to continuously improve recruitment performance, monitor key talent metrics, and inform decision-making.
• Develop and implement structured interview and selection processes to enhance the quality of hires and drive organizational performance.
• Strengthen and promote the company’s employment brand through strategic marketing efforts, community partnerships, and external engagement.
• Provide regular reporting and insights to senior leadership on recruiting performance, talent trends, and market conditions to guide strategic workforce planning.
• Ensure compliance with all applicable employment laws and regulations, as well as internal policies and standards.
• Collaborate with internal partners to align recruitment with onboarding, training, and talent development initiatives to drive employee success and retention.

ESSENTIAL FUNCTIONS, Continued

• Continuously assess and evolve recruitment strategies and processes to ensure alignment with company objectives and a competitive talent marketplace.
• Manage and cultivate external recruiting partnerships, industry relationships, and community networks to complement internal capabilities, expand access to talent, and stay informed of best practices and market trends.
• Upholds and promotes our H.O.M.E. values: Helping others, developing Ordinary people to do extraordinary things, being a Motivated owner that cares, and Ensuring that excellence is a habit personally and for those entrusted to them to lead.

Requirements

MINIMUM QUALIFICATIONS

Bachelor’s degree in Human Resources, Business Administration, or a related field; an equivalent combination of education, training, and directly related professional experience may be considered.

Minimum of 5 years of progressive experience in talent acquisition, with at least 2-3 years in a leadership role managing recruiting teams, programs, or functions, preferred.

Proven experience developing and executing talent acquisition strategies that support business growth and workforce planning objectives.

Strong understanding of recruitment best practices, employment branding, diversity hiring, and compliance with employment laws and regulations.

Proficiency in the use of applicant tracking systems (ATS), sourcing platforms, and talent analytics.

Excellent leadership, communication, and relationship-building skills with the ability to influence and collaborate across all levels of the organization.

Ability to travel, including occasional overnight travel, and maintain a valid state driver’s license.

Must always maintain a professional appearance and demeanor.

PERFORMANCE APTITUDES

Strategic Thinking: Ability to design and execute talent acquisition strategies that align with and support company objectives and business growth.

Data-Driven Decision Making: Ability to analyze talent metrics, market data, and business trends to inform recruiting strategies and drive continuous improvement.

Communication & Influence: Strong verbal and written communication skills with the ability to effectively engage, influence, and collaborate with leaders, peers, team members, and external partners.

Technological Proficiency: Proficient in using talent acquisition systems (ATS), sourcing platforms, reporting tools, and modern business technology to enhance recruiting outcomes.

Leadership & Team Development: Ability to lead, coach, and develop a high-performing team, fostering collaboration, accountability, and continuous growth.

Adaptability & Problem Solving: Ability to think critically, adapt to changing business needs, and develop innovative solutions to address talent challenges.

Judgment & Decision Quality: Exercises sound judgment and decisiveness in evaluating talent needs, assessing candidates, and making hiring recommendations.

Diversity & Inclusion Mindset: Demonstrates commitment to building diverse and inclusive teams through intentional hiring practices and leadership behaviors.

ADA COMPLIANCE

Physical Ability: Tasks require the ability to exert light physical effort in a combination of sedentary and active work environments. This includes extended periods of sitting or standing, frequent travel, and the ability to lift, carry, push, and/or pull materials and supplies related to community events (typically up to 25–50 pounds). The role may also involve setting up event displays and participating in indoor and outdoor community activities.

Sensory Requirements: Some tasks require the ability to perceive and distinguish colors, sounds, depth, and visual cues for event coordination, branding, and media-related duties. Effective verbal communication is essential for frequent public speaking, stakeholder engagement, and collaborative planning.

Environmental Factors: Work is primarily performed in standard office or retail environments, with frequent travel to store locations and external venues. The role may involve exposure to varying weather conditions during outdoor events, grand openings, or civic activities.

Farmers Home Furniture is an Equal Opportunity Employer. The Company is committed to maintaining a workplace free of discrimination and harassment. In compliance with the Americans with Disabilities Act (ADA), Farmers Home Furniture will provide reasonable accommodations to qualified individuals with disabilities. The Company encourages both prospective and current employees to discuss potential accommodation with the Human Resources Department.