Onsite

On-site /Daily

Duties and Responsibilities:

• Build and nurture a strong relationship with our client partner

• Act as liaison between our local branch office and customer

• Anticipate staffing requirements and expectations; develop value-added services to support changing client needs

• Manage employee relations at the site - including coaching, counseling, performance reviews, removal from assignments, and exit interviews

• Maintain timekeeping system and ensure payroll/invoicing is accurate

• Provide productivity, headcount, attendance, and other reports at the client’s request

• Help to recruit, interview, hire, and onboard hourly warehouse employees

• Facilitate the initial treatment and reporting of workers’ compensation incidents

• Participate in scheduled service reviews at client site

• Deliver superior customer service and develop relationships with supervisors and associates

BACKGROUND PROFILE FOR THE ONSITE:

• Exceptional customer service and communication skills

• At least two years of related management experience in logistics, production, or staffing

• Strong computer skills including MS Office, Outlook, and ability to learn other systems as needed

• Problem-solving skills

• Ability to prioritize and shift gears as needed

• High levels of motivation and self-direction

• Ability to work independently

• Willingness to work after hours and on weekends if necessary

• Ability to walk the facility floor frequently throughout a shift

Required Skills/Abilities:

• Positive attitude:
  People on both sides of a job-seeking relationship may encounter challenges and frustrations as they search for employment. A successful recruiter will be encouraging, positive, and realistic about potential matches.

• Good research techniques: A recruiter spends a significant portion of their time finding resumes from professional job search sites, networking, and personal interaction. They accumulate a pool of candidates and keep that information organized.

• Good interviewing skills:
  Whether the Recruiter speaks with a candidate or hiring manager in person, on the phone, or electronically, it is important to know how to efficiently ask questions that help them understand the applicant’s skills or the company’s job requirements.

• Advocacy:
  The Recruiter will represent the applicant until it is time for an interview. They should accurately represent the candidate’s skills and qualifications, and sell those criteria to the hiring manager.

Please be advised that you may be asked to assist with additional tasks.