HomeServe USA

HomeServe USA, a Brookfield Infrastructure Group portfolio company, is a Great Place to Work, and while we’re biased, we’re not just saying that. We’re proud to have been certified as a Great place to Work the last ten years. What does HomeServe do and what makes it so great? Well, we’re glad you asked! We put people at the heart of everything we do. That’s priority number one for all of us. For the nearly 5 million customers we serve, that means being there when they have an emergency home repair need, such as getting their a/c working, clearing their clogged pipes, or fixing broken electrical systems. With over 1,300 municipal and utility partners, that means providing their customers with access to affordable home repair plans, making it easier, faster and less expensive to have their home repair needs met. And for the more than 1,500 people working alongside us, it means fostering a rewarding, inclusive and challenging career experience that we think is second to none. At HomeServe, everyone is welcome. We know that having diverse teams has a positive impact on our work and ultimately helps us better serve our customers. No matter your role at HomeServe, you’re part of a growing team that’s working to make home repairs and improvements easy. Position Overview: The Contractor Recruiter will be responsible for effectively recruiting contractors that service our customers’ home repairs. The Contractor Recruiter will source and vet contractors that provide quality and comprehensive plumbing, electrical, HVAC and landscaping services. The Contractor Recruiter will be responsible for all contractor recruitment within a geographical area that may include several States and is required to effectively manage and prioritize competing demands, often with short timeframes to deliver. Contractor Recruiter will report to the Supervisor, Contractor Recruiting and collaborate with various members of the Contractor Management and Administration team, including Regional Operations Managers and Contractor Onboarding and Support Specialist. The Contractor Recruiter will work within the HomeServe Contact Center building located in Chattanooga, Tennessee, and may work remotely as required. This Role is an exempt position with a base salary complimented with a monthly bonus based upon the contractors recruited into network. Responsibilities: - Recruit contractors to establish and maintain a viable contractor network. - Ensure newly recruited contractors meet business expectations around costing and compliance. - Negotiate contractor service rates that are within business guidelines. - Produce and present performance reports highlighting recruitment progress and issues. Report on activity, performance, and planned actions. - Demonstrate awareness of current standards and Codes of Practice. - Perform projects as required that may involve fieldwork. - Travel up to 10% - Other duties as assigned Essential Functions: Essential Job Function % of Time on Function Outbound Calling – Sales - Pitching the value of joining HS Contractor Network 50% Sourcing and vetting businesses to join the HS Contractor Network 25% Negotiating – Establishing rates that Service Provider will use as a HS Network Contractor 20% Data Entry – Detailed record keeping of activities 10% Total 100% Job Requirements: - Inside/outside sales Experience with a demonstrated history of successful commission based is sales highly desired. - Experience sourcing and vetting leads and managing sales territories. - Computer literate with strong MS Office skills, including Excel, Outlook, Teams, and PowerPoint. - Capable of working independently with little supervision. - Strong oral and written communications skills with emphasis on negotiation and” closing the deal.” - Team-oriented. Enjoys competing, but also encourages, supports and assists team members. - Customer-Focused: Promotes the customer relationship to both internal and external customers. Puts customers at the heart of everything he/she does. In return, we offer: - Competitive compensation - Career development and advancement opportunities - Casual attire throughout the week - Friendly, open and team oriented work atmosphere - Excellent benefits including generous medical, vision, dental and life & disability insurance - 401(k) plan with a company match - Eligibility to enroll in up to two HomeServe coverage plans paid for by the company Minimum Physical Requirements: The physical demands described represent those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions of the position for which they work. While performing the duties of this position, the employee is regularly required to listen, talk and hear. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls while executing tasks like working on a computer or talking on the telephone. The employee is occasionally required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 15 pounds. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is usually moderate to low. This job description is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills, and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate. HomeServe USA is an equal opportunity employer.

Position Overview: The Talent Acquisition Partner (TAP) is responsible for supporting the continued growth and expansion of HomeServe USA’s operations across the country. Reporting to the Director of Talent Acquisition, primary responsibilities include full life cycle recruitment for Energy Services Roles. The TAP will actively partner with Executives, SME’s and Hiring Managers to develop and execute successful talent acquisition strategies. The TAP will strive to bring HomeServe USA into the forefront as a leading brand through the engagement, management and acquisition of best-in-class diverse talent across the enterprise. This is a role for a recruiter that approaches searches through structured processes and is metrics minded. They will have the opportunity to fully own recruiting for a critical segment of HomeServe USA. This is a fully remote role; however, candidates must reside within approximately one hour of a HomeServe depot location, including but not limited to Long Island, NY, New York City, NY, and Manheim, PA. Responsibilities: - Source, attract, recruit and onboard top talent supporting multiple divisions of the business - Manage the full life cycle recruitment process. - Partner with Executives, SMEs, Hiring Managers and Talent Acquisition Director to develop, own and execute creative sourcing strategies for critical roles across the business. - Minimal travel (estimated 5–10% or less), with occasional visits to HomeServe depot locations across various sites, including but not limited to Long Island, NY, New York City, NY, and Manheim, PA. - Develop diverse talent pipelines for hiring needs through web sourcing, social media, networking, candidate referrals and other ways. - Maintain candidate databases (e.g. UltiPro Recruit, LinkedIn, Indeed). - Leverage existing knowledge of the local/national talent market to build competitive intelligence and a database of target companies. - Cultivate relationships with key candidates and diverse talent pools, according to long-term initiatives and direction of the organization; turn applicants from non-active to active. - Integrate inclusion and equity into all sourcing initiatives. - Consult Hiring Managers on best hiring practices and decisions. - Work with Hiring Managers to develop Behavioral Based interview tools based on Knowledge, Skills and Abilities of specific roles. - Assist in writing job descriptions that accurately reflect the position in partnership with People Business Partners and Hiring Managers. - Manage candidate experience to ensure positive candidate outcomes. - Suggest and initiate innovative ways to build a positive employer brand. - Assist with project work as needed across the Talent Acquisition team. Essential Functions: Essential Job Function % of Time on Function Managing full-cycle recruitment process 35% Building strong relationships with stakeholders 25% Develop innovative sourcing strategies 25% Data analysis and reporting 15% Total 100% Job Requirements: - Bachelor’s Degree preferred - 5+ years’ experience in full life cycle recruitment of skilled trade or corporate roles required - Ability to attract, engage, assess and onboard best-in-class talent in a highly competitive environment - Exceptional candidate management and negotiation skills - Experience working on multiple job requisitions simultaneously across multiple departments/locations - Excellent networking skills - Strong knowledge of sourcing / recruiting through social media, CRM systems, Google / Boolean search operators and job boards - Experience working with talent management / applicant tracking systems, UltiPro Recruiting experience preferred - Proficiency working with Microsoft Office tools Salary Range (Norwalk, CT): $91,955.16 to $122,606.89 Salary Range (National): $86,141.14 to $114,854.85 Annual Bonus Potential: 10% The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions, including but not limited to seniority, merit, geographic location where the work is performed, education, experience, travel requirements for the job, and/or other business and organizational needs. #LI-ONSITE #HUSA Minimum Physical Requirements: The physical demands described represent those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions of the position for which they work. While performing the duties of this position, the employee is regularly required to listen, talk and hear. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls while executing tasks like working on a computer or talking on the telephone. The employee is occasionally required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 15 pounds. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is usually moderate to low. This job description is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate. HomeServe USA is an equal opportunity employer.

• Responsible for leading revenue growth with HomeServe’s third-party contractor network. • Growing and optimizing the contractor referral program and new/existing contractor benefit rebate programs. • Ensuring that third-party contractors are effectively incentivized to refer HomeServe repair plans while maintaining an exceptional customer experience. • Developing the systems, dashboards, and metrics necessary to track referral performance and rebate growth. • Providing the leadership required to improve performance and meet specific growth targets on an annual basis. • Oversee the end-to-end performance of the contractor referral sales channel. • Manage and optimize contractor benefit participation and rebate growth. • Drive deep relationships with contractor partners, regional operations management and the recruiting/onboarding team to expand the referral network and grow plan sales. • Participate in new product roadmap discussions to ensure offerings align with what contractors are motivated to refer. • Own the referral sales and rebate performance dashboards for Monthly Business Reviews, emphasizing referral conversion rates and rebate utilization. • Develop multi-year strategies to significantly scale the referral network and benefit programs.