Archived listing. The details below describe a past opening.
Key Duties and Responsibilities
Talent Acquisition
• Manage full-cycle recruitment for salaried, professional, technical, and leadership positions.
• Partner with hiring managers to develop recruiting strategies and identify talent requirements.
• Source, screen, interview, and assess candidates using established hiring processes.
• Coordinate interview scheduling, candidate communications, and offer processes.
• Maintain talent pipelines for critical and hard-to-fill positions.
• Support employer branding and recruitment marketing initiatives.
• Participate in career fairs, networking events, and community recruiting activities.
• Monitor recruiting metrics, including time-to-fill, candidate quality, and recruiting effectiveness.
• Ensure recruiting activities comply with applicable employment laws and company policies.
Workforce Planning & Talent Management
• Partner with leaders to identify workforce needs and staffing requirements.
• Support succession planning discussions and talent review processes.
• Assist in identifying high-potential employees and development opportunities.
• Maintain talent and workforce planning data to support business decision-making.
• Provide workforce insights and recruiting trends to HR and business leaders.
Organization Development
• Support initiatives designed to improve organizational effectiveness, employee engagement, and team performance.
• Assist with employee surveys, focus groups, and feedback programs.
• Analyze engagement and turnover trends and recommend improvement actions.
• Support change management and organizational improvement initiatives.
• Partner with leaders to enhance team effectiveness and employee development.
Learning & Leadership Development
• Coordinate leadership development and employee training programs.
• Assist with development planning processes for employees and leaders.
• Facilitate onboarding activities to accelerate new hire integration and productivity.
• Support the creation and administration of career development resources and tools.
• Maintain training records, development plans, and learning program metrics.
Employee Experience
• Partner with HR team members to support a positive employee experience throughout the employee lifecycle.
• Assist with recognition, engagement, and culture-building initiatives.
• Collaborate with managers to identify opportunities to improve employee retention.
• Support onboarding and orientation programs for new employees.
HR Analytics & Continuous Improvement
• Track and report recruiting, retention, turnover, and talent management metrics.
• Develop and maintain dashboards and scorecards related to talent acquisition and development.
• Identify process improvement opportunities within recruiting and talent management programs.
• Support HR technology initiatives and process automation efforts.
Requirements
Knowledge, Skills & Abilities
• Strong knowledge of talent acquisition, interviewing techniques, and employment practices.
• Understanding of talent management, succession planning, employee development, and organizational effectiveness principles.
• Strong relationship-building and internal consulting skills.
• Ability to manage multiple openings, projects, and priorities simultaneously.
• Experience using HR systems, applicant tracking systems, and workforce analytics.
• Strong written, verbal, facilitation, and presentation skills.
• Excellent organizational and project management abilities.
• Proficiency with Microsoft Office and HR technology platforms.
Education & Experience
• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field required.
• SHRM-CP, SHRM-SCP, PHR, or similar certification preferred.
• Five or more years of experience in talent acquisition, talent management, organizational development, or human resources.
• Experience supporting recruiting and employee development programs in a manufacturing, distribution, or multi-site environment preferred.
Success Measures
• Achievement of time-to-fill and quality-of-hire goals.
• Positive hiring manager and candidate experience results.
• Improved retention of new hires.
• Completion and effectiveness of leadership and employee development initiatives.
• Increased internal promotion and development activity.
• Accurate workforce planning and talent reporting.
• Positive employee engagement and onboarding outcomes.