Position Summary...
What you'll do...
Business Partnership & Influence: Advises hiring managers on talent availability, compensation band competitiveness, and time-to-fill trade-offs using
market data and pipeline analytics. Influences interview design and candidate calibration standards by translating market context and hiring
performance data into practical recommendations. Proactively identifies risks to hiring timelines or quality and proposes mitigation strategies before
problems escalate. Synthesizes recruiting analytics from ATS dashboards and market intelligence tools into concise, executive-ready updates for
stakeholder conversations. Leverages reporting tools to influence role prioritization and sequencing decisions when capacity or market conditions
create trade-offs.
Hiring Strategy & Workforce Planning: Builds role-level hiring strategies that align sourcing investment, interview design, and timeline targets to
business milestone commitments and roadmap urgency. Sequences sourcing and assessment activity based on skill criticality, candidate supply
availability, and stakeholder interview bandwidth. Uses historical pipeline data to forecast hiring velocity, identify likely bottlenecks, and set realistic
expectations with business partners. Applies labor market data platforms to validate talent availability assumptions and challenge unrealistic hiring
timelines with evidence. Proactively adjusts hiring strategy when market dynamics, business priorities, or pipeline performance require a change in
approach.
Sourcing Strategy & Market Intelligence: Designs targeted sourcing strategies for niche or critical skill sets that standard sourcing channels
consistently underserve. Leverages market mapping, competitor talent flow analysis, and compensation benchmarking to identify and engage high-quality
passive candidates. Coaches stakeholders on realistic candidate profiles, trade-offs between experience and potential, and the supply
constraints that affect hiring timelines for specialized roles. Uses talent intelligence platforms to map competitor organizations, build target company
lists, and generate talent pool insights. Builds segmented candidate pipelines using CRM automation workflows to maintain engagement across
longer hiring cycles.
Skills-Based Interviewing & Evaluation: Partners with hiring leaders to refine competency models, define behavioral indicators, and design structured
interview frameworks that improve evaluation consistency and predictive validity. Identifies and surfaces potential bias risks in existing interview and
calibration processes and recommends practical design improvements. Facilitates calibration discussions by presenting candidate comparisons
grounded in structured rubric data and performance predictors rather than subjective impressions. Analyzes candidate drop-off data by funnel stage
to identify evaluation steps where assessment rigor or candidate experience is creating unnecessary attrition. Tracks interviewer feedback quality and
coaches panel members to improve specificity and behavioral evidence in their assessments.
Candidate Experience & Engagement: Designs engagement strategies for high-priority or competitively recruited talent that go beyond standard
process touchpoints to create a differentiated candidate experience. Partners with hiring managers to develop tailored closing narratives that connect
Walmart's opportunity, culture, and growth potential to each candidate's specific motivations. Monitors candidate NPS, feedback signals, or
experience indicators to identify breakdowns in process consistency or communication quality. Uses CRM tools to design and execute personalized
engagement sequences that maintain candidate interest across extended hiring timelines. Analyzes candidate drop-off data by stage to identify where
experience failures are driving qualified candidates out of the funnel.
Offer Negotiation & Closing: Negotiates competitive offer packages using market data, internal equity analysis, and a clear understanding of each
candidate's financial and career priorities. Anticipates counteroffer risk and develops proactive mitigation plans, including pre-close conversations that
surface competing considerations before the formal offer stage. Balances Total Rewards levers (for example, base, bonus, equity, relocation, sign-on)
to construct competitive offers within band and budget constraints. Analyzes offer acceptance trends across roles and hiring manager cohorts using
reporting dashboards to identify patterns that inform future negotiation strategy. Uses pipeline data to anticipate counteroffer risk patterns by role
type, level, or candidate profile and adjusts closing strategy accordingly.
Operational Excellence, Technology & Metrics: Uses recruiting funnel data to identify process bottlenecks (for example, sourcing, screening,
assessment, offer stages) and recommends targeted workflow improvements with measurable impact. Improves reporting clarity by building custom
dashboards that surface the metrics most relevant to stakeholder decision-making within assigned business units. Partners with Recruiting
Operations and Technology teams on tool adoption, workflow configuration, and process enhancements that improve team efficiency. Identifies
automation opportunities within ATS and CRM workflows that reduce manual effort without sacrificing candidate experience quality. Continuously
evaluates process performance and proposes improvements aligned to team-level quality and efficiency goals.
Coordinates, completes, and oversees job-related activities and assignments by developing and maintaining relationships with key stakeholders;
supporting plans and initiatives to meet customer and business needs; identifying and communicating goals and objectives; building accountability for
and measuring progress in achieving results; identifying and addressing improvement opportunities; and demonstrating adaptability and promoting
continuous learning.
Ensures compliance with company policies and procedures and supports company mission, values, and standards of ethics and integrity by
implementing related action plans; utilizing and supporting the Open Door Policy; and providing direction and guidance on applying these in executing
business processes and practices.
Provides supervision and development opportunities for associates by hiring and training; mentoring; assigning duties; providing recognition; and
promoting a belonging mindset in the workplace.
Respect the Individual: Demonstrates and encourages respect for all; builds a high-performing team; seeks, and embraces differences in people,
cultures, ideas and experiences; creates a workplace where all associates feel seen, supported and connected through culture of belonging so
associates thrive and perform; drives a positive associate and customer/member experience for all; identifies, attracts, and retains the best team
members.
Respect the Individual: Creates a discipline and focus around developing talent, through feedback, coaching, mentoring, and developmental
opportunities; promotes an environment allowing everyone to bring their best selves to work; empowers associates and partners to act in the best
interest of the customer/member and company; and regularly recognizes others' contributions and accomplishments.
Respect the Individual: Builds strong and trusting relationships with team members and business partners; works collaboratively and cross-functionally
to achieve objectives; and communicates and listens attentively, with energy and positivity to motivate, influence, and inspire commitment and action.
Act with Integrity: Maintains and promotes the highest standards of integrity, ethics and compliance; models the Walmart values and leads by example
to foster our culture; supports Walmart's goal of becoming a regenerative company by making a positive impact for associates, customers, and the
world around us (e.g., creating a sense of belonging, eliminating waste, participating in local giving).
Act with Integrity: Follows the law, our code of conduct and company policies, and sets expectations for others to do the same; promotes an
environment where associates feel comfortable sharing concerns and reinforces our culture of non-retaliation; listens to concerns raised by
associates. takes action and encourages others to do the same; holds self and others accountable for achieving results in a way that is consistent
with our values.
Act with Integrity: Acts as an altruistic servant leader and is consistently humble, self-aware, honest, and transparent.
Serve our Customers and Members: Delivers expected business results while putting the customer/member first and consistently applying an omni-merchant
mindset and acts with an Every Day Low-Cost mindset to drive value and Every Day Low Prices for customers/members.
Serve our Customers and Members: Adopts a holistic perspective that considers data, analytics, customer/member insights, and different parts of the
business when making plans and shaping the team's strategy.
Strive for Excellence: Consistently raises the bar and seeks to improve; demonstrates curiosity and a growth mindset; seeks feedback, asks thoughtful
questions, fosters an environment that supports learning, innovation, and learning from mistakes, and intelligent risk-taking; and exhibits resilience in
the face of setbacks.
Strive for Excellence: Seeks and implements continuous improvements and encourages the team to leverage new digital tools and ways of working.
Minimum Qualifications...
Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications.
Option 1: Bachelor's degree in business, human resources, or related area and 2 years' experience in human resources, talent acquisition, or related area.
Option 2: 4 years' experience in human resources, talent acquisition, or related area
Option 1: Bachelor's degree in business, human resources, or related area and 2 years' experience in human resources, talent acquisition, or related area.
Option 2: 4 years' experience in human resources, talent acquisition, or related area
Preferred Qualifications...
Outlined below are the optional preferred qualifications for this position. If none are listed, there are no preferred qualifications.
Professional in Human Resources certification
Primary Location...
Bo. Canovanillas Carr. 3 Km 15.2, Carolina, PR 00987-0000, United States of America
