Talent Acquisition Specialist

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.  K

ey Accountabilities  C

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

• onsult 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 P

• rovide feedback to Compensation on market data gathered through selection process P

• ost jobs utilizing Company platforms and selected job boards U

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

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

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

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

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

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

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

equired Qualifications  E

ducation 

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

perience Mi

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

owledge/Skills/Abilities Fa

• miliarity with ATS platforms and sourcing tools St

• rong knowledge of hiring best practices Ex

• cellent interpersonal, communication and organizational skills Ab

• ility to keep detailed notes and document processes Ab

• ility to assess skill and ability through interview techniques Ab

• ility to multitask and manage high-volume hiring Pr

• oblem-solving mindset with a focus on meeting hiring deadlines Na

ture and Scope Im

• pact: hiring quality candidates who deliver business results Co

• ntacts: 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 Le

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

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

ysical 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.