Talent Acquisition

Talent Acquisition & Development Partner

Reports to:

• Director of Training and Development

Job Summary:

The Talent Acquisition & Development Partner is responsible for attracting, assessing, and hiring top talent while also supporting employee development initiatives and workforce training programs. This role plays a key part in ensuring a seamless recruitment process, enhancing onboarding experiences, and partnering with manufacturing plants and training teams to drive talent growth.

Responsibilities:

Full-Cycle Recruitment & Talent Acquisition:

• Lead end-to-end recruitment for positions at all levels, ensuring a seamless hiring experience.
• Coordinate and conduct in-person and virtual interviews, including panel and behavioral-based assessments.
• Perform reference checks and background verifications to ensure hiring compliance.

Strategic Talent Acquisition & Pipeline Development:

• Develop and implement innovative sourcing strategies to attract top-tier candidates.
• Build and maintain a proactive talent pipeline for critical roles, including technical and leadership positions.
• Conduct market research to assess industry trends and talent availability.
• Strengthen relationships with universities, professional associations, and industry partners to expand recruitment networks.
• Utilize social media, professional networks, and employee referral programs to enhance outreach.

Recruitment Process & Candidate Experience:

• Conduct initial screening interviews to assess candidate fit and qualifications.
• Coordinate interview logistics and ensure timely communication with candidates and hiring managers.
• Provide a best-in-class candidate experience, ensuring engagement from initial contact through onboarding.
• Track and analyze recruitment metrics (time-to-fill, quality of hire, retention rates) and recommend process improvements.
• Leverage applicant tracking systems (ATS) to manage candidate flow efficiently.

Training & Workforce Development Support:

• Support the Training & Development team in implementing workforce learning programs.
• Assist in onboarding initiatives to accelerate new hire success and engagement.
• Facilitate workshops, training sessions, and knowledge-sharing initiatives as needed.
• Partner with hiring managers to refine competency frameworks and career growth pathways.
• Participate in the design and execution of continuous learning programs to enhance employee performance.

MET Program Support & Engagement:

• Work closely with the Manufacturing Engineering Training (MET) Program leadership to support program recruitment efforts.
• Assist in identifying, selecting, and onboarding candidates for the MET Program.
• Provide ongoing support to MET trainees, ensuring a smooth transition into the organization.
• Collaborate with engineering leadership and training teams to align MET hiring with long-term workforce planning.
• Coordinate training and professional development opportunities for MET participants to enhance their career trajectory.

Requirements:

• Bachelor's degree in Human Resources, Business Administration, Psychology, Engineering, or a related field (or equivalent experience).
• Interest in talent acquisition, training, and workforce development (prior recruiting experience preferred but not required).
• Knowledge of early career development programs is a plus.

Key Skills:

• Understanding of full-cycle recruitment, sourcing strategies, and employment laws or willingness to learn.
• Experience or interest in onboarding, training initiatives, and career development programs (LinkedIn Recruiter & LinkedIn Learning experience a plus).
• Ability to build relationships with hiring managers, employees, and external partners to support recruitment and training efforts.

Technology & Systems:

• Proficiency with or willingness to learn applicant tracking systems (ATS), UKG HRIS, and recruitment CRM tools.
• Strong data analysis and problem-solving skills, with a willingness to leverage recruitment metrics to improve processes.

Soft Skills & Leadership Abilities:

• Excellent communication, organization, and relationship-building skills with a proactive and adaptable mindset.
• Ability to manage multiple priorities in a fast-paced and evolving environment.

Physical Demands:

• Prolonged periods of sitting at a workstation and working on a computer.
• Frequent communication in person, over the phone, and via Teams, with the ability to hear, comprehend, and document detailed information.
• Ability to type, reach, and grasp as part of regular computer and office tasks.
• Intermittent standing and walking within the office environment.
• Ability to communicate verbally and in writing effectively for extended periods.
• Ability to travel domestically and internationally, including overnight stays.
• Ability to stand for extended periods at recruiting events, career fairs, and training sessions.

Essential Job Functions:

• Manage full-cycle recruitment for roles ranging from entry-level to senior management across multiple departments (e.g., IT, Finance, Marketing, Operations).
• Partner with manufacturing plants to support recruiting, training, and workforce development initiatives, including on-site visits to align hiring strategies with operational needs.
• Support global training initiatives by collaborating with the Training & Development team to align hiring with workforce learning and career development programs.
• Assist in the recruitment, onboarding, and development of participants in the Manufacturing Engineering Training (MET) Program, ensuring alignment with long-term workforce planning.
• Ensure all steps of the onboarding process are completed accurately, working closely with HR and hiring managers to provide a seamless experience for new hires.
• Initiate and manage background checks and drug screenings to ensure compliance with company policies and regulations.
• Oversee the job approval process, ensuring all required approvals are obtained before initiating recruitment efforts.
• Develop and maintain a strong talent pipeline by fostering relationships with universities, professional associations, and industry groups.
• Create compelling job descriptions that align with role requirements, company culture, and future talent development goals.