Talent Acquisition Partner

Reports to : Corporate Director of Human Resources

SUMMARY

The Talent Acquisition Partner (TAP) plays a key role in bringing the right talent to Milwaukee Electronics. Responsible for full-cycle recruiting across our Milwaukee, Wisconsin and Canby, Oregon locations, this role partners closely with hiring managers and HR to understand workforce needs, develop effective recruiting strategies, and drive hiring forward. The TAP takes an active approach to sourcing and engaging candidates, brings market insight and recruiting expertise to hiring decisions, and creates a positive candidate experience from first contact through hire. While talent acquisition is the primary focus, this hands‑on role also contributes to onboarding, employee communications, company events, reporting, special projects, and other HR priorities.

ESSENTIAL DUTIES AND RESPONSIBILITIES

The essential functions of this position include, but are not limited to, the following: Recruitment Partnership & Planning Partner with hiring managers and business leaders to understand staffing needs, clarify position requirements, and establish hiring timelines and selection criteria. Lead requisition intake discussions and determine appropriate recruiting and sourcing strategies based on the needs of each position. Provide insight on labor‑market conditions, talent availability, candidate expectations, and competitive compensation. Proactively identify recruiting challenges, recommend practical solutions, and partner with hiring managers to remove barriers and keep hiring decisions moving forward. Candidate Sourcing & Engagement Proactively source and engage qualified candidates through LinkedIn, job boards, employee referrals, educational institutions, community partnerships, networking events, and other appropriate channels. Develop clear, engaging job postings that accurately reflect position requirements and the company’s employer brand. Build and maintain talent pipelines for recurring, specialized, and hard‑to‑fill positions. Represent the company at hiring events, career fairs, and other recruiting activities. Screening, Interviewing & Candidate Experience Review applications and resumes and conduct structured phone screens and interviews to evaluate candidates against job‑related qualifications and position requirements. Coordinate interviews and ensure candidates and interview teams have clear expectations and necessary information. Participate in interviews and provide thoughtful, job‑related feedback to support hiring decisions. Coordinate established assessments or testing when required. Drive timely follow‑up with hiring teams to gather feedback, determine next steps, and maintain momentum throughout the hiring process. Serve as a primary point of contact for candidates and maintain clear, timely communication throughout the recruiting process. Provide professional, respectful, and engaging candidate experience regardless of hiring outcome. Job Offers, Pre‑Employment & Onboarding Manage the offer process from approval through acceptance, including offer preparation, presentation, and compensation discussions within established guidelines. Coordinate pre‑employment requirements and maintain proactive communication with new hires through their first day. Partners across HR, HRIS, Payroll, Benefits, Training, and other teams to ensure onboarding activities are completed accurately and on time. Work closely with hiring managers to ensure they are prepared to welcome, integrate, and set new employees up for success. Conduct scheduled new‑hire check‑ins during the introductory period to understand the employee experience, identify concerns early, and connect employees with appropriate resources. Gather feedback from new employees and hiring managers to identify recurring onboarding gaps and recommend improvements. Document and communicate concerns and promptly elevate matters requiring additional HR or leadership support. Employer Branding & Community Outreach Promote the company’s employer brand through candidate communications, job postings, recruiting events, and community engagement. Build partnerships with educational institutions, workforce organizations, and community groups to strengthen talent pipelines and reach diverse candidate populations. Support the company’s AAP and EEO commitments through consistent and inclusive recruiting and outreach practices. Reporting, Systems & Compliance Maintain complete and accurate candidate, requisition, interview, offer, and disposition records in the applicant tracking system. Track key recruiting metrics, including requisition aging, time‑to‑fill, candidate flow, source effectiveness, and offer acceptance. Use recruiting data and trends to identify opportunities, recommend improvements, and support recruiting decisions. Provide regular recruiting updates to hiring managers, business leaders, and HR leadership, including progress, challenges, and recommended next steps. Follow applicable employment laws, EEO requirements, affirmative action obligations, record‑keeping standards, and company policies. Maintain the confidentiality of candidate and employee information. Additional HR Support Support HR projects, employee communications, company events, reporting, and other initiatives based on business needs.

QUALIFICATIONS

Required Associate’s or Bachelor’s degree in Human Resources, Business Administration, Business Management, or a related field with at least three years of full‑cycle recruiting experience; or a high school diploma or equivalent with at least five years of full‑cycle recruiting experience. Experience sourcing candidates through LinkedIn Recruiter, Indeed, referrals, networking, direct outreach, and similar channels. Genuine interest in candidate engagement and comfort conducting frequent phone screens, interviews, and recruiting conversations throughout the workday. Strong communication and customer service skills with the ability to build effective relationships with candidates, employees, hiring managers, and business leaders. Strong organization and time‑management skills with the ability to manage multiple open positions, priorities, deadlines, and follow‑up requirements. Ability to understand business and departmental needs, ask thoughtful questions, and translate feedback into practical recruiting actions. Ability to work independently, adapt to changing priorities, use sound judgment, solve problems, negotiate offers, and maintain confidentiality. Experience using an applicant tracking system; UKG Pro Recruiting experience is a plus. Proficiency with Microsoft 365, including Outlook, Word, Excel, and PowerPoint. Team‑oriented and willing to contribute beyond recruiting when needed to support broader HR and business priorities. Ability to work onsite at the Canby, Oregon facility Monday through Friday. Preferred Experience recruiting for a combination of high‑volume hourly, manufacturing, technical, engineering, professional, and/or leadership positions. Recruiting experience within a manufacturing, production, or distribution environment. Experience supporting recruiting across multiple locations. Familiarity with structured or competency‑based interview practices. Familiarity with AAP metrics, outreach, reporting, and record‑keeping. Familiarity with EEOC and OFCCP recruiting, applicant‑tracking, and record‑keeping requirements. What It's Like to Work Here Milwaukee Electronics has a hands‑on, employee‑focused culture. Our leaders are accessible, and we expect people to ask questions, communicate openly, take ownership, and help each other when needed. Our values— Seek to Serve, One Team, Go Beyond, and Take Ownership —are part of how we work every day. We’re looking for someone who builds trust quickly, asks thoughtful questions, provides honest guidance, follows through, and is willing to jump in where they can help. This role is based onsite at our Canby, Oregon facility, approximately 25 miles south of Portland, and works in a shared, open‑office environment. You’ll spend significant time talking with candidates and leaders, regularly interact with employees on the manufacturing floor, and support hiring across locations. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. This position primarily involves computer and telephone work, including extended periods of sitting, typing, reviewing information, and participating in meetings. The position also requires standing and walking through office and manufacturing areas and communicating with individuals and groups in person, by phone, and through video meetings. The employee may occasionally lift or carry recruiting, events, or office materials weighing up to 25 pounds. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. This position works primarily in a professional office environment. Occasional travel to career fairs, school campuses, or other Milwaukee Electronics facilities may be required. MILWAUKEE ELECTRONICS IS AN EQUAL OPPORTUNITY EMPLOYER Equal Opportunity Employer.All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or age. If you are an individual with a disability and need a reasonable accommodation in the application or hiring process, please contact Human Resources at View phone number on click.appcast.io or View email address on click.appcast.io. For more information about our commitment to equal employment opportunity, please see this government poster: Know Your Rights: Workplace Discrimination is Illegal | U.S. Equal Employment Opportunity Commission (eeoc.gov). Because this job has access to controlled technology, we must comply with ITAR. Any job offers will be contingent on verification that the candidate is a U.S. person (i.e., U.S. citizen, U.S. nationals, lawful permanent resident, or individual granted asylum/refugee status in the U.S.) or can otherwise satisfy ITAR compliance requirements. If applicable, If an individual is not a U.S. person, our policy is to not take the extra step of seeking approval from the federal government for that person to work in this position. Upon hire, the successful candidate must present acceptable proof of identity and current authorization to work in the U.S., as required on Form I-9. We do not provide sponsorship support for employment-based visas such as H-1B. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr Screaming Circuits