Recruiting Manager

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CF HR - Group 1 Full Time Management Lakeland, FL, US

Job Title: Recruiting Manager

Reports to: Vice President, People & Business Alignment

FLSA Status: Exempt

Location: This is a hybrid role that can be located in any Mid-State location

Job Summary: The Recruiting Manager leads Mid-State’s talent acquisition and workforce development efforts, developing proactive recruiting strategies, industry partnerships, and sustainable skilled-trades talent pipelines to support ongoing operations, seasonal demands, outages, and company growth.

The Recruiting Manager manages a high-volume requisition workload, leads two HR Assistants responsible for onboarding and employment eligibility compliance, and coordinates staffing resources with the HR Manager during seasonal fluctuations. The position partners with Operations, HR, and Workforce Planning to anticipate labor needs, strengthen educational and community partnerships, and advance apprenticeship and early-career pathways.

Key Responsibilities

• Manage the full recruiting lifecycle for 30–40 active requisitions across multiple business units, locations, and skill levels.
• Partner with hiring and operational leaders to identify current and future staffing needs, critical skill gaps, and aligned recruiting and workforce development strategies.
• Proactively source candidates through job boards, professional networks, educational institutions, apprenticeship programs, workforce agencies, referrals, and direct outreach.
• Build and maintain skilled craft, technical, and leadership talent pipelines, including entry-level pathways into critical trades.
• Oversee candidate screening and evaluation to ensure alignment with position qualifications and business requirements.
• Coordinate interviews, candidate communications, offers, and pre-employment activities with hiring managers and HR Assistants.
• Maintain accurate and timely candidate and requisition information within the ATS and other HR systems.
• Monitor industry labor-market activity, including layoffs, plant closures, project completions, outages, expansions, and workforce movements, to identify recruiting opportunities.
• Develop regional workforce pipelines to support outages, project awards, seasonal demand, long-term skill needs, and business growth.
• Build strategic workforce development partnerships with middle and high schools, trade and technical colleges, apprenticeship programs, workforce and economic development agencies, veterans’ organizations, and industry associations.
• Promote Mid-State as an employer of choice through career fairs, school engagement, industry events, targeted outreach, and skilled-trades career awareness initiatives.
• Develop internship, apprenticeship, graduate, and early-career pathways in partnership with Operations and training leaders, including opportunities for progression into skilled craft roles.
• Oversee recruiting and outreach compliance with Mid-State’s Veterans and Individuals with Disabilities Affidavité
• Lead the evaluation, implementation, and adoption of AI-powered recruiting and candidate-screening technologies.
• Partner with the Vice President of Human Resources and IT to establish appropriate standards and controls for AI-assisted recruiting technologies.
• Supervise, train, coach, and develop HR Assistants responsible for onboarding and employment eligibility documentation.
• Establish HR Assistant workload priorities, performance expectations, and accountability for timely and accurate onboarding.
• Oversee Form I-9 and E-Verify processes to ensure regulatory compliance.
• Coordinate with the HR Manager to effectively utilize and cross-train HR Assistants during seasonal fluctuations in recruiting and onboarding activity.
• Establish and monitor recruiting and workforce development KPIs, including pipeline strength, partnership outcomes, apprenticeship participation, and qualified hire conversion, report results to the Vice President of Human Resources.
• Analyze recruiting data to identify trends, bottlenecks, and opportunities to improve recruiting effectiveness and efficiency.
• Evaluate recruiting vendors, job boards, sourcing tools, staffing partners, and related expenditures for effectiveness and value.
• Maintain recruiting procedures and workflows that support consistent practices across the organization.
• Partner with HR, Operations, and the Workforce Planning to translate workforce forecasts and skill gaps into recruiting pipelines and development initiatives.
• Conduct targeted recruiting campaigns in geographic markets supporting current and anticipated workforce needs.
• Travel to Mid-State locations, project sites, schools, recruiting events, and remote markets as required to support recruiting and workforce mobilization.
• All other duties as assigned and customary.

Education

• Bachelor's degree in Human Resources, Business Administration, Management, or a related discipline, or an equivalent combination of education and relevant professional experience.

Experience

• Minimum of 5-7 years of progressive recruiting or talent acquisition experience in the heavy industrial maintenance industry.
• Demonstrated experience managing a high-volume workload across multiple positions and geographic markets, with the ability to perform transactional, tactical, and strategic activities.
• Experience proactively sourcing candidates using job boards, resume databases, social media, networking, direct outreach, and other sourcing methods.
• Experience recruiting skilled trades, technical employees, field personnel, or other difficult-to-fill positions.
• Prior supervisory or team leadership experience.
• Working knowledge of federal employment eligibility requirements, including Form I-9 and E-Verify.

Knowledge Skills & Abilities

• Strong knowledge of full-cycle recruiting and strategic talent sourcing practices.
• Ability to manage 30-40 requisitions simultaneously while appropriately prioritizing positions based on operational urgency.
• Strong candidate sourcing and networking capabilities.
• Ability to develop sustainable workforce partnerships with schools, apprenticeship programs, industry organizations, workforce agencies, and community partners.
• Strong organizational and project-management skills with the ability to manage multiple competing priorities.
• Ability to analyze recruiting metrics and use data to improve recruiting strategies and resource allocation.
• Strong working knowledge of Applicant Tracking Systems, HRIS platforms, job boards, recruiting technologies, and Microsoft Office applications.
• Ability to learn and effectively deploy emerging recruiting technologies, including artificial intelligence and automation tools.
• Working knowledge of applicable employment laws and regulations affecting recruiting, selection, onboarding, employment eligibility verification, and nondiscrimination.
• Ability to maintain confidentiality and appropriately manage sensitive employee and candidate information.
• Strong written and verbal communication skills.
• High degree of initiative, urgency, judgment, and accountability.
• Ability to work effectively in a fast-paced, geographically dispersed organization with significant seasonal fluctuations in hiring volume.

Work Location and Travel

Remote with travel to corporate headquarters and field locations.

Work Environment

Includes offices in an industrial facility, trade shows, events, field industrial environments, and frequent travel.

Physical Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job with or without reasonable accommodation.

Physical Requirement

Frequency

Example of Job-Related Activity

Talking/Hearing

Constantly

Communicates with candidates, recruiting partners and other stakes holders by sending and receiving verbal communication

Frequently

Standing and sitting to conduct meetings and presentations and moving about. Frequently sitting at desk to perform computer work

Walking

Frequently

Traverses’ airports, business offices and shops and industrial environments

Use of Hands and Fingers

Frequently

To perform keyboarding, handling documents, and operating office equipment.

Climbing

Occasionally

To access steps and or stairs in office or convention center locations.

Stooping

Occasionally

To access files or materials

Kneeling

Occasionally

To access equipment or file boxes

Crouching or Crawling

Never

Not normally required

Constantly

Computer use, reviewing documents and reports

Carrying or lifting to 15 Pounds

Occasionally

To carry event material such as laptop, flyers, and booth setup,

Must be legally authorized to work in the United States.