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SST Direct

Talent Acquisition Partner - Bilingual

Shelbyville, KY, United States

$32 to $35 USD / hour

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Job details

Pay: $32 to $35 USD / hour
Apply by: Feb 7, 2027
Experience: Minimum of 2 years of recruiting experience, including high-volume hiring for entry-level hourly positions.
Posting language: English
Posted: Nov 9, 2026

Original job description

Talent Acquisition Partner (Bilingual English/Spanish) Job Category: General & Administrative – Human Resources Job Classification: G&A Human Resources Reports To: Director of Talent Acquisition Location: Shelbyville, KY. Compensation: $32hr - $35hr (depending on experience) Position Overview The Talent Acquisition Partner (TAP) is a full-cycle, high-volume recruiting professional responsible for hiring entry-level production employees across multiple facilities and shifts. This position manages an assigned requisition load and is accountable for delivering approximately seven hires per week, or 30 hires per month, for positions such as soil sort, dry fold, and other production roles. Most positions do not require previous experience. Recruiting efforts therefore focus on identifying dependable candidates with strong attendance, reliable transportation, shift availability, and the ability to meet the physical demands of the work. Working closely with plant managers, supervisors, and site HR teams, the Talent Acquisition Partner turns staffing requirements into successful hires, guides candidates from application through their first day of work, and helps transition recruiting from third-party staffing agencies to a more efficient, measurable in-house process.

Key Responsibilities

Full-Cycle, High-Volume Recruiting

Manage an assigned requisition load of entry-level production positions across multiple facilities and shifts, consistently targeting approximately seven hires per week.
Oversee the complete recruiting process, including job postings, sourcing, applicant screening, interview scheduling, plant tours, offers, pre-employment screening, and start-date coordination.
Contact applicants promptly and maintain consistent communication to move candidates efficiently through each stage of the hiring process.
Conduct structured phone screens to assess shift availability, transportation, reliability, and overall suitability for the position.
Clearly communicate job duties, schedules, pay, work environment, and physical requirements so candidates understand the position before accepting an offer.
Coordinate interviews and facility tours with hiring managers, including on-site interview days and same-day hiring events when appropriate.
Extend offers within approved guidelines, coordinate background checks and drug screenings, and confirm start dates with candidates and facility leadership.
Recruit for reliability, attendance, and willingness to learn, creating opportunities for first-time workers, career changers, and individuals re-entering the workforce.

Candidate Sourcing and Pipeline Development

Build and maintain ongoing candidate pipelines for recurring production positions.
Develop proactive recruiting strategies to support second-shift, third-shift, weekend, and seasonal staffing needs.
Source candidates through job boards, text recruiting, social media, applicant tracking system (ATS) databases, employee referrals, and direct outreach.
Identify effective recruiting channels and adjust sourcing strategies based on hiring results and candidate availability.

Hiring Manager and Facility Partnerships

Serve as the primary recruiting contact for plant managers, supervisors, and site HR teams within assigned locations.
Conduct intake conversations for new requisitions to confirm departments, shifts, pay rates, physical requirements, and interview procedures before positions are posted.
Participate in regular staffing meetings to review open positions, candidate pipeline activity, upcoming starts, and potential attrition risks.
Maintain accountability for timely interviews and hiring decisions while coaching managers on structured interviewing and consistent selection practices.
Escalate recruiting delays, staffing challenges, and process issues to the Director of Talent Acquisition.
Coordinate the transition from accepted offer to first day worked, partnering with HR and Operations to reduce candidate no-shows and early turnover.

ATS, Data Management, and Reporting

Maintain accurate, up-to-date candidate records in the applicant tracking system, ensuring timely documentation and disposition of applicants.
Track and report recruiting performance metrics, including applicants, screens, interviews, offers, acceptances, starts, no-shows, time-to-fill, and 30-day retention.
Monitor individual recruiting performance against weekly and monthly hiring goals.
Identify candidate drop-off points and recommend improvements to job postings, screening, scheduling, and sourcing processes.
Evaluate source-of-hire and recruiting channel effectiveness to help direct advertising and sourcing investments toward the channels that produce successful hires.

Candidate Experience and Employer Brand

Develop and update job postings to improve clarity, search visibility, and transparency regarding pay and work schedules.
Provide timely, professional communication throughout the candidate experience, including follow-up with candidates who are not selected or decline offers.
Represent the organization and its affiliated brands positively during candidate interactions, hiring events, and community outreach.
Promote a consistent candidate experience that reflects the organization's workplace culture and employment opportunities.

Agency Reduction and Recruiting Process Improvement

Fill production positions internally that have historically been assigned to third-party staffing agencies or temporary labor vendors.
Support the transition from agency-based hiring to a structured, measurable in-house recruiting model.
Follow established recruiting procedures and service-level agreements while identifying opportunities to improve efficiency and consistency.
Support facility expansions, new customer start-ups, and acquisition integrations through focused recruiting efforts as assigned.

Compliance and Risk Management

Ensure recruiting activities comply with applicable federal, state, and local employment laws and regulations.
Follow Equal Employment Opportunity (EEO), recordkeeping, Fair Credit Reporting Act (FCRA), background screening, drug screening, I-9, and work authorization requirements.
Apply consistent, documented candidate screening and selection practices to support fair and defensible hiring decisions.
Maintain confidentiality and protect candidate information in accordance with organizational policies and legal requirements.

Required Qualifications

Bilingual fluency in English and Spanish.
Minimum of 2 years of recruiting experience, including high-volume hiring for entry-level hourly positions.
Recruiting experience in manufacturing, production, distribution, warehousing, or a comparable industrial or service environment.
Demonstrated ability to manage a high volume of open requisitions while consistently meeting weekly or monthly hiring targets.
Strong communication, interviewing, candidate assessment, and relationship-building skills.
Ability to manage multiple priorities, maintain accurate records, and meet established recruiting deadlines.
Proficiency with applicant tracking systems and recruiting tools.

Preferred Qualifications

Bachelor's degree in Human Resources, Business Administration, or a related field. Equivalent recruiting experience will also be considered.
Experience developing recruiting partnerships with workforce development programs, community organizations, or second-chance employment initiatives.
Experience transitioning hiring from third-party staffing agencies to an in-house recruiting model.
Experience converting temporary employees into direct hires.
Experience planning and coordinating hiring events, on-site interview days, and same-day hiring initiatives.
HR or talent acquisition certification, such as SHRM-CP, aPHR, AIRS, or LinkedIn Certified Professional Recruiter.
Experience recruiting across multiple facilities, brands, or newly acquired locations.

First-Year Measures of Success

Performance will be evaluated using measurable recruiting and staffing outcomes, including:

Consistently delivering approximately seven hires per week across assigned facilities.
Meeting established service-level agreements for initial candidate contact, screening-to-interview, interview-to-offer, and offer-to-start timelines.
Reducing time-to-fill, requisition aging, and open positions across assigned locations and shifts.
Improving offer acceptance rates, first-day attendance, and 90-day new-hire retention.
Achieving measurable reductions in third-party agency and temporary staffing use for production positions.
Maintaining accurate, complete ATS records to support reliable recruiting funnel analysis and management reporting.

Why Consider This Opportunity? This position offers the opportunity to play a key role in building and improving an organization's in-house recruiting operation. The Talent Acquisition Partner will help establish a consistent, results-driven hiring process supported by clear recruiting procedures, measurable service levels, and reliable performance data. In a high-volume production environment, every successful hire contributes to facility productivity, reduced overtime, and dependable service to customers. The Talent Acquisition Partner also serves as an important first point of contact for prospective employees and helps communicate the organization's culture and employment opportunities. Physical Requirements and PPE Specific physical requirements and personal protective equipment (PPE) expectations were not provided and should be confirmed with the hiring team before publication. Once you apply, please text "TAP" to 904-712-6140 for a faster reply.

INDH

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More about this job

Skills

Recruitment
Bilingualism
Scheduling
Communication skills
ATS
Interview techniques
Coaching
Data management
Reporting
Documentation
Community engagement
Process improvement
Regulatory compliance
Risk management
Employment law
Confidentiality
Warehouse operations
Relationship building
SHRM-CP
Personal protective equipment

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