Primary Purpose

The Talent Acquisition Specialist is responsible for sourcing quality candidates to meet the needs of the organization. The incumbent will participate in the full recruitment lifecycle, from posting and sourcing to selection, and will collaborate with hiring managers and the HR department to gain an understanding of the best-fit applicants for the organization.

Key Accountabilities

• Collaborate with hiring managers to understand staffing needs and define job requirements, providing guidance on the job requisition process

• Consult with Human Resources Business Partners and Compensation when necessary to understand the applicable total rewards package, and ensure candidate profiles presented align with the offering

• Provide feedback to Compensation on market data gathered through selection process

• Post jobs utilizing Company platforms and selected job boards

• Utilize job boards, social media platforms, referrals, and community partnerships to attract qualified hourly talent.

• Proactively build a pipeline of candidates for high-demand, recurring roles and backfills.

• Conduct initial phone screenings and interviews, and schedule interviews with hiring managers and other stakeholders involved in the selection process

• Solicit feedback from hiring managers for the purpose of refining search efforts

• Ensure all hiring processes comply with company policies, employment laws, and industry standards

• Maintain accurate records in the Applicant Tracking System (ATS) and generate reports on recruitment metrics.

• Extend offers and collaborate with onboarding resources to transition successful candidates to commence onboarding experience

Required Qualifications

Education

• Bachelor's degree in human resources, business administration, or a related field (preferred).

Experience

• Minimum two (2) years of recruitment experience, preferably in manufacturing or a similar fast-paced environment.

Knowledge/Skills/Abilities

• Familiarity with ATS platforms and sourcing tools

• Strong knowledge of hiring best practices

• Excellent interpersonal, communication and organizational skills

• Ability to keep detailed notes and document processes

• Ability to assess skill and ability through interview techniques

• Ability to multitask and manage high-volume hiring

• Problem-solving mindset with a focus on meeting hiring deadlines

Nature and Scope

• Impact: hiring quality candidates who deliver business results

• Contacts: internal and external, required to collaborate with Hiring Managers and Supervisors, and represent Company in the market at job fairs, with recruitment firms, educational institutions and other employment resource firms

• Leadership / Level of Responsibility: ability to work independently without supervision, and consult with Manager as needed. No direct reports.

• Freedom to Act / Decision-Making Authority: Limited. Policy and process decisions are out of scope. Hiring decisions made by hiring manager.

• Physical and Sensory Demands: Attention to detail, listening attentively
• Working Environment: Deadlines in connection with urgency to fill. Office based, hybrid up to two days per week remote.