We are looking for a Recruiter to serve as a business partner by supporting Floorcovering recruitment and hiring efforts within our Paint Stores organization. This position will execute the Floorcovering recruitment strategy in order to meet business and hiring needs, providing full life cycle recruitment support and ensuring a best-in-class candidate brand experience.WHAT YOU WILL DO:1. Recruitment StrategyExecute Sherwin Williams' Floorcovering recruitment strategy which incorporates a hybrid approach of digital outreach and in-person engagement.Activities include- but not limited to - creating marketing campaigns, direct sourcing candidates, attending campus engagements, building and fostering university relations, participation in recruitment events, and conducting virtual interviews.Utilize existing tools, technologies, and resources to adhere to determined hiring processes.Collaborate across the TA CoE team to share best practices, reduce duplicative recruitment, and support hiring efforts.Develop sourcing strategies to attract a diverse candidate pool that meets the needs of the business.Ensure diverse targeted talent attraction methods are being executed.Identify opportunities for continuous improvement within the Floorcovering recruitment space, including trends affecting retail, general labor recruitment and local economic conditions.Ensure best in class candidate experience through aligned processes across all levels of the candidate experience.Uphold the security, confidentiality, and compliance of documents and data within area of responsibility.Consistent travel is required-this is primarily in accordance with university recruitment event seasons, and additionally, to meet with business partners. Travel up to 50% of the time.2. Full Life Cycle Recruitment & SourcingManage and maintain a requisition volume to fill approximately 200 positions per year.Use a variety of company issued digital sourcing licenses to proactively identify, market to, and recruit top talent.Full life cycle recruiting including - but not limited to - the input and initiation of requisitions, review and interview candidates, manage candidate progression through the offer and hire process, and serve as the point of contact to candidates through their start date.Use a variety of sourcing methods, including database mining, internet/web searches, direct sourcing, social media, industry groups, functional groups, networks, and employee referrals to create a pipeline of qualified passive candidates.Ensure sourcing activity is aligned to business diversity & inclusion objectives, and execute on diverse sourcing strategies to ensure a consistent and robust pipeline of candidates.Maintain active candidate pipeline in the applicant tracking system (ATS), and a passive pipeline in our sourcing technologies (LinkedIn, Indeed, etc.) ensuring data integrity and accuracy across all platforms3. Business ConnectivityEstablish and maintain strong relationships with hiring managers to understand an in-depth knowledge of applicable jobs, the business, and its recruitment needs.Provide exemplary customer service to both internal and external customers including candidates, HR and business leaders.Consistent and thorough communication with hiring managers on status of requisitions, candidate quality and candidate pipeline.Provide best in class recruiting support for internal business partners throughout the full recruitment process.Partner with HR and business leaders to ensure business and hiring needs are met.Partner with TA Supervisor to provide HR and business leaders with relevant recruitment metrics and analytics.Maintain alignment and connectivity to the Talent Acquisition Center of ExpertiseComply with Corporate and Division policy and all applicable Federal, State and local laws and r