7am - 5pm -- Monday through Friday and as required by management
The Director of Driver Recruiting leads the company’s driver recruiting efforts and is the leader of the driver recruitment department. The Director of Driver Recruiting determines the strategic direction and objectives of the department, which in turn supports the company’s growth while maintaining its culture.
The Director of Driver Recruiting leads the development and implementation of strategic talent acquisition tactics and leads the evaluation of the entire driver recruiting function, strategies, and procedures in order to find opportunities for improvement. The Director of Driver Recruiting oversees full-cycle driver recruitment in support of all of the company’s functions. Critical to achieving excellent results, is the ability of the Director of Driver Recruiting to build strong relationships and deliver results in a rapidly and constantly evolving environment.
Leadership/Supervisory Role: In this leadership position, the Director of Driver Recruiting leads, develops, and manages an energetic, high-performing team. The Director of Driver Recruiting provides leadership in the establishment of the employment brand and develops supporting materials in order to communicate value proposition through the company’s employment advertisements, career sites, job descriptions, and other driver recruiting efforts.
The Director of Driver Recruiting drives a culture of constant improvement - identifying and implementing projects in order to increase driver recruiting effectiveness and efficiency. The Director streamlines the recruiting processes and oversees the screening and selection processes for evaluating potential candidates conducted by the driver recruiting team.
The Director of Driver Recruiting additionally oversees the compliance of all internal and external regulations concerning the recruitment and selection process. It is the Director’s responsibility to ensure a consistent business image in the eyes of potential candidates and talents through recruiting campaigns and processes.
The Director is tasked with driving full-cycle recruiting processes; this is inclusive of providing training, corrective action and coaching and counseling. The Director of Driver Recruiting also constantly evaluates the department’s workload in order to guarantee optimal recruitment activity. In this position, the Director also plays a mentorship role to the driver recruiters.
Strategy/Tactics: The Director of Driver Recruiting leads the development and execution of comprehensive recruiting strategies which will guarantee that the business attracts and hires the top most talent in the business. The Director of Driver Recruiting leads the strategic direction of the department and examines hiring trends in anticipation of the business’s response to labor market changes, for example, shortages and surpluses of available labor. The Director of Driver Recruiting develops strategies and processes that utilize both traditional and modern/current/innovative sources in order to cover all possible talent pools available to the company.
Collaboration: The role of the Director of Driver Recruiting works with company executives and key stakeholders, assisting them in understanding current and future workforce planning requirements. The Director of Driver Recruiting works with the driver recruiting team where he coaches, manages, and develops them, actively supporting their professional growth, taking on the role of their mentor, and guaranteeing the successful onboarding of all new driver hires.
The Director of Driver Recruiting partners with the HR department in order to guarantee compliance with laws and regulations in the company’s driver recruitment efforts.
Analytics: The Director of Driver Recruiting uses key dashboard tracking analytics and metrics in order to grow a data-driven and technically skilled driver recruiting team. The Director of Driver Recruiting evaluates and introduces alternative strategies, for example, technology, social media, and so forth. The Director evaluates recruiting strategies/tactics and processes in order to continually improve recruiting processes and the quantity and quality of driving talent brought into the business.
The Director of Driver Recruiting will also create standardized reporting systems that will regularly lead to the identification of solutions and improvement areas for recruiting programs. These reports are forwarded to the executives and key stakeholders providing insights for further decision making and strategy formulation.
Other Duties: The Director of Driver Recruiting also performs similar functions for the proper execution of his/her duties, and other duties as delegated.
Communication Skills: Written and verbal communication skills are also imperative for this position. As the head of the driver recruiting department, the Director must be able to convey information and instructions down the line in a clear and concise manner, which will determine the efficiency and effectiveness of the department. Communication skills are also important in enabling smooth cross-functional communications as well as facilitating smooth communications with candidates and talents in the market, being able to clearly articulate the company’s messages and to produce a positive image of the company.
These skills will also be useful in the creation of reports for the executives and key stakeholders. These reports influence key decision making and strategy formulation and must, therefore, be clear and easy to understand - having been tailored uniquely for each audience.
Computer Skills/MS Office: A suitable candidate should have superior computer skills and demonstrate proficiency in the use of Tenstreet, Word, Excel and Outlook.
Technology/Analytical Skills: The candidate must demonstrate an ability to analyze the performance of the department’s existing driver recruiting strategies and procedures, identify areas for improvement, suggest solutions, and develop new and improved strategies.
Interpersonal Skills: The candidate must have an ability to work in a fast-paced and constantly evolving environment, be innovative and willing to take risks, be welcoming to change, and be proactive and self-motivated working under minimal supervision. The candidate must have excellent problem-solving skills, work comfortably in a cross-functional setting, have a strong executive presence, work comfortably with senior business leadership and executives, and demonstrate composure under stress and in times of uncertainty and change.
Leadership/People Skills: The Director of Driver Recruiting must also have exceptional leadership skills, demonstrating an ability to influence senior company executives and to guide the driver recruiting team in an aligned direction. The candidate must be able to build meaningful and positive relationships with others.
A bachelor’s degree in Human Resources, Business Administration, or a related field is desired. A candidate for this position should have 7-10 years in working experience in a similar recruiting position, preferably working as the leader of recruiting in a fast-paced, highly competitive trucking company. The candidate should have proven and successful experience managing full-cycle recruiting processes consisting of sourcing, screening, on-boarding, coaching, and training.
The candidate must additionally have experience directly managing recruitment managers and teams, leading to the acquisition of the best talents in the market. A suitable candidate will also demonstrate vast knowledge of recruiting database systems (Tenstreet experience preferred) as well as knowledge of rewards programs. The candidate should have a reputation for being a process-driver and thought leader, leveraging efficiencies in the use of technologies, workflows, and process.
Big G Express is an Equal Opportunity Employer and actively seeks to diversify its work force. Therefore, all qualified applicants, regardless of race, color, national origin, religion, gender, age, disability or veteran status, are strongly encouraged to apply. The statements contained in this document are intended to describe the general nature and level of work being performed by employees assigned to this classification. The statements contained in this document are not intended to constitute a comprehensive list of functions and duties. Other duties besides those listed within this document may be essential. Management retains the discretion to add or to change the duties of the position at any time.