What are the responsibilities and job description for the Talent Acquisition Partner position at Milwaukee Electronics?
Job Title: Talent Acquisition Partner
Reports to: Corporate Director of Human Resources
Exempt/Salaried
Milwaukee Electronics is a proud second-generation family-owned business. We value strong relationships, trust, and collaboration at every level. Our company is built on a foundation of growth, and we are excited to continue expanding while staying true to our values. We believe that success comes from working together, fostering a supportive and high-energy environment where every team member can thrive. As we grow, we’re looking for high-performing, driven professionals to join our team and help us reach new heights.
We are seeking a Talent Acquisition Partner to join our team and play a key role in building the future of our company! If you’re passionate about making an impact and working with a team that values collaboration, innovation, and performance, we want you with us!
Job Summary: The Talent Acquisition Partner (TAP) is responsible for managing full cycle recruitment process for Milwaukee Electronics. The (TAP) will collaborate closely with hiring managers and team members at two locations: one in Milwaukee, Wisconsin and one in Canby, Oregon providing support for both sites. This role will focus on finding, attracting, and hiring top talent to meet the company’s staffing needs. This role involves working closely with hiring managers, Human Resources team, and external candidates to create a smooth and efficient recruitment experience. The TAP will leverage various recruitment strategies, tools, and technologies to ensure the acquisition of high-quality candidates that align with the company’s values and goals.
Key Responsibilities:
- Recruitment Strategy & Planning:
- Collaborate with hiring managers and business leaders to understand recruitment needs and align on job specifications.
- Develop and implement effective recruitment strategies to attract diverse talent.
- Advise on market trends, talent availability, and competitive salaries to optimize hiring decisions.
- Candidate Sourcing & Screening:
- Source candidates through various channels, including job boards, social media, networking events, and referrals.
- Screen resumes, conduct initial interviews, and evaluate candidates’ qualifications, experience, and cultural fit.
- Build and maintain a pipeline of potential candidates for current and future job openings.
- Candidate Experience:
- Provide a positive and engaging experience for all candidates throughout the recruitment process.
- Maintain clear communication with candidates regarding their application status, interview processes, and feedback.
- Ensure timely follow-ups and updates during the recruitment cycle.
- Interviewing & Selection:
- Coordinate and schedule interviews with hiring managers and candidates.
- Participate in interview panels and provide input on candidates’ suitability for the role.
- Facilitate assessments or testing if required by the hiring process.
- Job Offers:
o Present and negotiate job offers with candidates, ensuring alignment with company compensation structure.
o Work with HR teams to ensure all pre-employment documentation and procedures are completed.
6. Support for both Onboarding and Affirmative Action Plan (AAP):
Pre-Onboarding Coordination:
o Ensure seamless transition from the recruitment process to the onboarding phase for new hires.
o Communicate with new hires before their first day to ensure they understand what is expected and have all necessary documentation completed.
Streamline the Onboarding Process:
o Work with HR team to design and implement an efficient onboarding process to ensure a smooth transition for new employees.
o Create onboarding checklists for various roles or departments to ensure consistence and comprehensive onboarding experience.
Integration with HR System:
o Work with HRIS to ensure new hires are properly integrated into internal systems and benefit platforms.
o Monitor the progress of new hire integration and assist with troubleshooting any challenges they may face.
Employee Support and Engagement:
o Conduct check-ins with new hires during their initial weeks or months to gauge their experience and satisfaction with the onboarding process.
o Collect feedback from new hires to improve the onboarding experience, making it more inclusive and effective.
Cross-Functional Collaboration:
o Work closely with other HR functions (e.g., benefits, compensation and training) to align onboarding efforts.
o Collaborate with hiring managers to ensure their needs are addressed and that they’re equipped to support new employees’ success.
7. Employer Branding & Networking:
o Promote the organization’s employer brand through various channels and at recruitment events.
o Engage in networking activities to build relationships with potential candidates and industry professionals.
o Stay updated on recruitment best practices, tools, and technologies.
8. Reporting & Metrics:
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- Track key recruitment metrics such as time-to-fill, cost-per-hire, and candidate satisfaction to assess the effectiveness of recruitment strategies.
- Provide regular updates to hiring managers and HR leadership regarding recruitment progress and challenges.
9. Compliance:
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- Ensure compliance with all applicable labor laws and regulations.
- Assist in ensuring that hiring practices align with company affirmative action goals.
- Ensure accurate tracking of hiring processes in ATS
- Develop and implement outreach programs to attract diverse talent.
- Partner with organizations, educational institutions, and community groups that serve minority and veteran populations.
Qualifications & Skills:
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- Proven experience (typically 3-5 years) in talent acquisition, recruiting, or human resources.
- Strong knowledge of recruitment processes, tools, and techniques.
- Excellent communication and interpersonal skills, with the ability to build relationships with stakeholders at all levels.
- Demonstrates strong organization skills, ability to prioritize tasks and manage time effectively, especially when balancing recruitment duties with other HR projects.
- Skilled in gathering feedback and understanding departmental needs to enhance HR strategies.
- Exceptional verbal and written communication skills to effectively interact with employees, candidates and senior leadership.
- Strong critical thinking and problems solving to tackle HR challenges, particularly in recruitment and talent management.
- Adaptability and Flexibility: Able to quickly adapt to changing priorities and respond to urgent HR project needs.
- Strong proficiency in Microsoft Office applications, such as Word, Excel and PowerPoint.
- Proficiency in using applicant tracking systems (ATS), familiarity with UKG Pro/ UKG Gateway ATS is a plus.
- Ability to manage multiple priorities and work in a fast-paced, dynamic environment.
- Strong problem-solving and negotiation skills
- Must be able to travel domestically and internationally as required for the role.
- Having a valid U.S passport is a plus should there be a need for international travel to Tecate, Mexico facility.
Work Environment:
- This is an onsite position (Mon-Friday).
- MEC is in the heart of downtown Canby, OR.
- Travel Readiness: Willingness and ability to travel as needed to support recruitment initiatives, meet with hiring managers across different locations and attend recruitment events. Ability to Travel on a quarterly basis to second facility located in Milwaukee, WI. Willingness to travel internationally if needed.
MILWAUKEE ELECTRONICS IS AN EQUAL OPPORTUNITY EMPLOYER
Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or age. If you are an individual with a disability and need a reasonable accommodation in the application or hiring process, please contact Human Resources at 414-228-5000 or hr@milwaukeeelectronics.com. For more information about our commitment to equal employment opportunity, please see this government poster: Know Your Rights: Workplace Discrimination is Illegal | U.S. Equal Employment Opportunity Commission (eeoc.gov).
Because this job has access to controlled technology, we must comply with ITAR. Any job offers will be contingent on verification that the candidate is a U.S. person (i.e., U.S. citizen, U.S. nationals, lawful permanent resident, or individual granted asylum/refugee status in the U.S.) or can otherwise satisfy ITAR compliance requirements. If applicable, If an individual is not a U.S. person, our policy is to not take the extra step of seeking approval from the federal government for that person to work in this position.
Upon hire, the successful candidate must present acceptable proof of identity and current authorization to work in the U.S., as required on Form I-9. We do not provide sponsorship support for employment-based visas such as H-1B.
