Deputy Director, Operational Recruitment

Join us if you: People Are the Business — In retail, the business grows only as fast as its people. A store without the right people on the floor is a store that cannot open. You see HR not as filling seats, but as building people who grow stronger alongside the company. We Are Operations — You don't see yourself as a back-office function. You are part of the operations team that keeps every store running — and you carry that ownership in everything you do. Start With Yourself — When something goes wrong, your first question is "what can we do about it?" — not who to blame. You look inward before you look outward, because that's where the real leverage is. Build to Scale — You design work to grow without growing headcount in lockstep. You always ask how today's process will hold up when the company is many times larger. Get Things Done — You close what you open and ship what works. You measure yourself by outcomes delivered, not effort spent or slides produced. What is this role? CJX is targeting S-curve store expansion — and every store that opens must be fully staffed from day one. As Deputy Director, Operational Recruitment , you own that target: the number of stores to open, and the number of people to find in time. You don't wait to be told how — you figure out the how-to yourself, designing how people flow into stores fast enough to keep pace with expansion, without the recruitment team growing in proportion to the number of hires. What will you do? Own the store and headcount targets — take the expansion target and be accountable for every store having the right people, at the right level, in time to open. Figure out the how-to — design the methods and channels to find people yourself. At this scale, traditional recruiting isn't enough — you have to find new ways to keep the talent pipeline flowing. Build new sources of talent — don't wait for applicants to come to you; create sourcing channels that bring people in steadily — communities, institutions, partners, digital channels, and more. Work with the Transformation team — identify where recruitment should be automated so output can grow without adding headcount in proportion. Lead the team to deliver at volume, consistently — manage the Manager and the team to work fast and with quality, within SLA. Connect with stores and regional leaders — understand the talent needs of each area and plan recruitment ahead of the expansion schedule. Who are we looking for? 8+ years owning a demanding target and figuring out how to hit it yourself — especially work that must deliver at high volume under time pressure (for example, sales ops, field operations, or other high-volume operations). You have built a new method or channel that grew output many times over — not just improved the old way. You believe in a real test over an argument in a meeting — you try new methods fast, measure, and adjust.