HR Talent Acquisition & Development Manager

• We respect each other
• We do excellent work
• We attack problems
• We care about the future

• Full-Cycle Management: Oversee recruiting for all departments, from job description development and candidate screening to interview coordination, offer negotiation, and onboarding.
• Metrics & Strategy: Track key recruitment metrics (time-to-fill, cost-per-hire, retention) and analyze turnover data to enhance onboarding and vetting processes.
• Build relationships with internal stakeholders to ensure robust candidate vetting and with external agencies to maximize the reach and voice of our talent search.

• Program Transformation: Evolve our current organic training into structured, engaging programs that help employees build skills quickly and confidently.
• Curriculum Design: Develop training programs for all employees—focusing on front-line trades in mining—with content covering technical skills (welding, equipment operation, quality control) and soft skills (safety, leadership, customer service).
• LMS Implementation: Learn and implement a Learning Management System (LMS) aligned with company needs and adult learning principles.
• Make safety second nature. More than just compliance, we want safety to be a value shared by all.
• Succession Planning: Identify high-potential employees and design targeted growth plans.

• Enjoy high autonomy once you demonstrate alignment with our core values and brand standards and establish a proven track record.
• Contribute to broader organizational strategy, including refining processes, job descriptions, benefits, and employee experience.

• Increased team health and tenure.
• Achieve zero workplace injuries and accidents annually.
• Time to productivity: new hires reach full competency faster due to an improved onboarding & training process
• Higher Employee Engagement Scores: Improvement in employee feedback survey results regarding training, career development, and job satisfaction.
• Roles are filled before they become critical vacancies, and skillset redundancy is increased.

• Minimum 5 years experience in recruiting and/or talent development.
• Strong communication, interpersonal, and analytical skills.
• Familiarity with recruitment software and training technologies.
• A bachelor’s degree in HR, business administration, or a related field is preferred.
• Proficient in professional correspondence and advanced word processing.
• Advanced skills in Microsoft Excel, including data generation, manipulation, and automation.

• This role reports directly to the Development Director and regularly collaborates with department heads & company owners.
• While this role is currently project and individual-performance based today, there is long-term potential for this role to become supervisory.
• Conferences, tuition reimbursement, and flexible career development opportunities are available and encouraged.
• A robust explanation of our competitive benefits package is available upon request.
• Up to 70% office work with exposure to industrial manufacturing environments.
• Our workforce is decentralized across several mine sites in Southeast Wisconsin. Mileage and company vehicles are available, and regular site visits are necessary.
• Flexible scheduling with some remote work while maintaining on-site familiarity.
• Occasional physical requirements (lifting up to 50 lbs., prolonged sitting, and some climbing).

• Step 1: Phone Interview (30-45 min) – A two-way conversation to answer your questions and explore mutual fit.
• Step 2: Talent Assessment—We use Criteria Corp’s 25-minute Talent Signal assessment to help us gauge your alignment with the role.
• Step 3: On-Site Visit & Final Interview – You'll tour our mine operations to see the work firsthand, followed by a final interview with our HR manager and VP.
• Relocation Support—If you are being considered for relocation, we will cover travel, lodging, and time for you (and your family) to explore the area and housing market during the same trip you make for your final interview.

We Make it Easy

Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.

As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.