Talent Acquisition Partner

Overview The Talent Acquisition Partner is responsible for building the candidate pipeline to meet the hiring objectives of NFI. In collaboration with hiring leaders and HR Operations, this will be achieved by various means including networking, traditional sourcing strategies, developing new creative recruiting ideas. This role will play a critical role in ensuring we are attracting and hiring the best possible talent for NFI. Responsibilities Collaborate with hiring leaders and HR Ops during the initial intake meeting to discuss key skills requirements, internal talent, sourcing strategy, & compensation. Proactively source and directly engage active and passive candidates through innovative tactics and channels including internal and external networking, research and active utilization of professional associations, social networks, job boards and other online resources. Evaluate candidate experience and conduct pre‑screening interviews to match core competencies with key hiring requirements to assess fit for current and future needs. Manage candidate pools to ensure qualified candidates remain engaged in current or future opportunities and ensure a strong, positive candidate experience. Research and recommend new sources for active and passive candidate recruiting. Schedule candidate interviews with managers including travel arrangements and accommodations. Build relationships and communicate regularly with hiring managers and employees. Recruit for a variety of roles at all levels within a specific region or line of business; travel to locations within that region to recruit and partner closely with field Human Resources and hiring managers to create solutions for recruiting challenges. Maintain all pertinent applicant and interview data in the ATS and CRM. Assist in performing pre‑employment screening for potential employees. Perform other special projects as assigned. Qualifications BA/BS degree preferred; or high school diploma with demonstrated relevant experience of 4+ years of full‑cycle recruiting experience in a recruiting role with a focus on mining/sourcing for talent. Experience in supply chain, transportation, manufacturing or distribution is preferred. Experience recruiting for both non‑exempt and exempt roles at all different levels. Proficiency with applicant tracking systems (UltiPro preferred). In‑depth knowledge of a variety of sourcing strategies and tools, including Internet sourcing and social media. Demonstrated ability in cold calling target companies. Excellent follow‑up skills. Ability to cultivate relationships both internally and externally that generate a positive perception of NFI and to develop long‑term sustainable networks, including relationships with targeted placement offices, diversity organizations, college recruitment teams, etc. Excellent interpersonal, written and oral communication skills, including the ability to communicate at all levels both inside and outside of NFI. Strong analytical and decision‑making skills. Proficiency with MS Office Suite, Google tools, and various recruiting technologies, including online communications, search engines and career websites. Highly motivated with the ability to work independently and as part of a team. Experience attending hiring events and working with local organizations is a plus. Ability to travel up to 25% of the time We are excited to share that the base salary range for this position is $64,996.62 - $86,662.16. This position is also eligible for an annual discretionary bonus, targeted at 3%. NFI takes into consideration applicants' qualifications, experience, education, and geographic location when determining a starting rate of pay. Employees are also eligible for a robust benefit program, which includes Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Paid Time Off, and Paid Parental Leave, among other benefit plan options. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c) LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws. #J-18808-Ljbffr NFI Industries