Concert Golf Partners
Manager of Recruitment and Retention
Barnstable, Massachusetts•Full-time
About the Job
Location: The Club at New Seabury (Mashpee, MA)
The Recruitment & Retention Manager is responsible for developing and executing comprehensive recruitment and employee retention strategies that attract, engage, and retain a high-performing workforce. This position serves as the organization's lead for talent acquisition, onboarding, employee engagement, internship and workforce development programs, and employee retention initiatives while supporting key Human Resources operations.
Working collaboratively with department leaders, the Recruitment & Retention Manager develops innovative sourcing strategies, strengthens community partnerships, enhances the employee experience, and promotes a workplace culture that supports employee engagement and organizational success. This role also provides guidance to managers throughout the hiring and onboarding process, administers HR systems, coordinates employee benefits, and ensures compliance with applicable employment laws and company policies.
Essential Duties and Responsibilities:
Recruitment & Talent Acquisition:
- Develop, implement, and continuously improve recruitment strategies to meet seasonal and year-round staffing needs.
- Lead full-cycle recruitment for all assigned positions, including seasonal employees, internships, management positions, and other critical roles.
- Build and maintain diverse talent pipelines through colleges, universities, workforce agencies, community organizations, employee referrals, social media, and networking opportunities.
- Represent the organization at job fairs, career expos, college recruiting events, and community outreach initiatives.
- Develop and maintain internship partnerships to strengthen future talent pipelines.
- Collaborate with department managers to understand workforce needs, develop recruiting plans, and improve hiring outcomes.
- Monitor recruiting metrics including applicant flow, time-to-fill, source effectiveness, and hiring trends, making recommendations for continuous improvement.
Employee Retention & Engagement:
- Develop and implement programs that improve employee engagement, satisfaction, and retention.
- Coordinate employee recognition programs, appreciation events, wellness initiatives, and seasonal employee activities.
- Design, administer, and analyze employee engagement surveys and exit interview data to identify trends and recommend action plans.
- Partner with leadership to improve employee morale, workplace culture, and the overall employee experience.
- Recommend retention initiatives based on employee feedback, turnover trends, and organizational needs.
- Support initiatives that strengthen employee communication and organizational culture.
Onboarding & Employee Experience:
- Oversee the onboarding experience from offer acceptance through successful integration into the organization.
- Ensure completion of all pre-employment requirements, including employment eligibility verification, background screenings, and required documentation prior to an employee's start date.
- Develop and maintain engaging orientation materials, onboarding programs, and employee resources.
- Coordinate new hire orientation and ensure a consistent onboarding experience across all departments.
- Maintain onboarding tracking tools and communicate onboarding progress to hiring managers.
HR Operations & Administration:
- Administer the Human Resources Information System (HRIS) and Applicant Tracking System (ATS).
- Coordinate employee benefits enrollment, open enrollment, qualifying life events, and employee communications.
- Serve as the primary HR resource for employee questions regarding benefits, onboarding, and HR policies.
- Maintain employee records and HR documentation while ensuring confidentiality and compliance.
- Assist with payroll administration through cross-training and operational support.
- Recommend and implement improvements to HR processes, forms, and documentation.
Manager Partnership & Compliance:
- Educate managers on recruiting best practices, interviewing, onboarding procedures, employment documentation, and HR policies.
- Promote consistent application of employment policies and legal compliance throughout the hiring process.
- Partner with department leaders to support workforce planning and staffing strategies.
- Maintain compliance with applicable federal, state, and local employment laws and organizational policies.
- Assist with HR policy implementation and manager training initiatives.
Position Objectives:
Success in this position is measured by the ability to:
- Develop proactive recruitment strategies that consistently meet organizational staffing needs.
- Increase applicant quality through expanded recruiting partnerships, workforce outreach, and innovative sourcing methods.
- Build strong internship and workforce development programs that create sustainable talent pipelines.
- Deliver an exceptional onboarding experience that prepares employees for long-term success.
- Improve employee engagement, satisfaction, and retention through measurable initiatives and continuous feedback.
- Analyze recruitment and retention metrics to identify trends and recommend strategic improvements.
- Strengthen manager capability through education, coaching, and HR partnership.
- Continuously improve HR systems, onboarding processes, and employee communications.
- Foster a positive, inclusive, and service-focused workplace culture that supports employee success.
Required Knowledge, Skills & Abilities:
- Strong knowledge of talent acquisition strategies, recruitment marketing, and workforce planning.
- Knowledge of employee engagement, retention strategies, and organizational culture development.
- Understanding of federal and state employment laws and HR compliance.
- Experience administering HRIS and Applicant Tracking Systems.
- Excellent relationship-building, communication, and interpersonal skills.
- Ability to analyze recruitment and turnover data to support business decisions.
- Strong organizational, project management, and problem-solving abilities.
- Ability to manage multiple priorities while maintaining exceptional attention to detail.
- Ability to maintain confidentiality and exercise sound professional judgment.
Minimum Qualifications:
- Bachelor's degree in Human Resources, Business Administration, Hospitality Management, or a related field preferred.
- Three (3) or more years of progressively responsible experience in Human Resources, Talent Acquisition, or Employee Relations.
- Experience leading full-cycle recruitment and employee engagement initiatives.
- Experience with HRIS and Applicant Tracking Systems (Paychex experience preferred).
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
Physical Requirements:
- Ability to sit, stand, walk, and move throughout the property.
- Ability to occasionally lift up to 25 pounds.
- Ability to attend recruiting events, community functions, employee meetings, and job fairs, including occasional evenings or weekends.
Core Competencies:
- Talent Acquisition & Workforce Planning.
- Employee Engagement & Retention.
- Relationship Management.
- Communication.
- Consultation.
- HR Technology & Data Analytics.
- Ethical Practice & Confidentiality.
- Project Management.
- Continuous Improvement.
- Change Management.
- Customer Service.
- Organizational Development.
Send us your resume and let's get started!
Equal Employment Opportunity:
The Company is an Equal Opportunity Employer and is committed to maintaining a workplace free from discrimination and harassment. Employment decisions are based on qualifications, merit, business needs, and applicable law.
Americans with Disabilities (ADA) Accommodation Notice:
If you require reasonable accommodation in completing an application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please direct your inquiries to Human Resources.
Disclaimer:
This job description describes the general nature and level of work performed by employees assigned to this position. It is not intended to be an exhaustive list of all responsibilities, duties, or qualifications. Management reserves the right to modify or assign additional responsibilities as business needs require.