Talent Acquisition Specialist

The Talent Acquisition Specialist partners with plant managers, operations leaders, and HR business partners to attract, assess, and hire exempt and non-exempt talent across manufacturing, production, engineering, and supply chain functions. This individual contributor role owns the full recruitment lifecycle — from workforce requirements and sourcing through offer negotiation and new-hire onboarding handoff. The specialist is expected to exercise significant independent judgment in candidate evaluation and stakeholder advising. Essential Functions & Key Responsibilities- Full-Lifecycle Recruiting Manage end-to-end recruitment for hourly production roles Consult with hiring managers to define selection criteria and establish realistic timelines Source candidates through job boards, LinkedIn Recruiter, industry associations, technical schools, military transition pipelines, and employee referral programs Conduct structured phone and video screens; coordinate and debrief panel interviews Extend and negotiate verbal offers Workforce Planning & Stakeholder Partnership Collaborate with HR business partners and operations leadership on workforce requirements, skills-gap analysis, and talent pipeline development Present data-driven talent market intelligence and competitor hiring activity to influence hiring decisions Build relationships with hiring managers at multiple plant locations; provide regular pipeline updates and proactive communication on candidate status Employer Brand & Talent Pipelines Represent the organization at manufacturing job fairs, community college and trade school events, and workforce development programs Develop and maintain talent pipelines for high-volume and critical hard-to-fill roles Create compelling, inclusive job postings and social media content consistent with the employer brand Compliance, Data Integrity & Continuous Improvement Maintain accurate and timely records in the Applicant Tracking System (ATS) Ensure all recruiting practices comply with Title VII, ADA, ADEA, FLSA, and any state equal opportunity laws Track and report KPIs to include time-to-fill, source effectiveness, offer acceptance rate, cost-per-hire, and quality-of-hire Continuously refine processes to reduce time-to-fill, improve candidate experience, and reduce attrition in the first 90 days Minimum Qualifications Bachelor’s degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or a related field preferred; or an equivalent combination of education and experience sufficient to demonstrate the knowledge and skills required 3+ years of full-lifecycle recruiting experience, with at least 1 year supporting manufacturing, industrial, skilled trades, or engineering roles Proven ability to apply sound judgment and operate independently in evaluating candidates and advising stakeholders Proficiency with ATS platforms and sourcing tools (LinkedIn Recruiter, Indeed, etc.). Experience with ADP/Workforce Now a plus #J-18808-Ljbffr