Corporate Recruiter

At R-V Industries, our work is much more than designing and building world-class industrial process equipment. Not only are we impacting everyday life in the world we serve, but we are providing a quality of life to our employees and their families. Every day, we come together to build stronger relationships with our vendors, our customers, and each other, so we can solve challenging problems, and continue to improve the safety, quality, and efficiency of all that we do. Caring matters at R-V. We care for each other, our safety, our quality, our learning, and our growth. We seek out diversity of thought, experience, and strengths in individuals, so we can continue to innovate as a team. We believe when we bring our true full selves to serve others, it elevates the quality of life for all. Position Summary The Corporate Recruiter is responsible for leading and executing talent acquisition strategies across R-V Industries and its divisions. Working closely with the Director of Human Resources and leaders throughout the organization, this position serves as a strategic recruiting partner responsible for attracting, identifying, evaluating, and hiring highly qualified talent who align with R-V's Mission, Vision, and Values. The Corporate Recruiter will manage the full recruitment lifecycle while developing proactive talent pipelines, strengthening R-V's employer brand, improving the candidate experience, and supporting workforce planning initiatives. This position will recruit across a diverse range of functions, including skilled trades, engineering, manufacturing, operations, project management, professional, administrative, and leadership positions. Essential Functions Talent Acquisition & Workforce Planning Lead full-cycle recruitment efforts across R-V Industries and its divisions, from workforce planning and requisition development through candidate selection, offer acceptance, and onboarding. Partner with the Director of Human Resources and department leaders to identify current and future staffing needs and develop short- and long-term recruiting strategies. Consult with hiring managers to understand business objectives, position requirements, organizational needs, and the skills and competencies necessary for success. Develop proactive talent pipelines for critical, specialized, recurring, and difficult-to-fill positions. Identify potential workforce gaps related to organizational growth, turnover, retirements, skill shortages, and emerging business needs. Develop recruiting strategies tailored to individual positions, departments, labor markets, and candidate populations. Candidate Sourcing & Recruitment Develop and execute creative sourcing strategies using job boards, resume databases, professional networks, social media, employee referrals, networking, direct sourcing, recruiting events, and industry contacts. Proactively identify and engage passive candidates for high-priority and difficult-to-fill positions. Build and maintain relationships with trade schools, technical colleges, universities, apprenticeship programs, workforce-development organizations, veterans' organizations, and other talent sources. Recruit skilled-trade talent, including welders, fabricators, machinists, pipefitters, electricians, technicians, and other technical positions, as well as professional and leadership-level talent. Create compelling and accurate job descriptions and postings that effectively communicate the position, R-V's culture, career opportunities, and Employee Value Proposition. Utilize appropriate screening tools, assessments, and interview methodologies to evaluate candidates effectively and consistently. Candidate Experience Serve as the primary point of contact for candidates throughout the recruitment process. Manage timely and professional communication with candidates from initial application through onboarding. Conduct phone, video, and in-person interviews and coordinate additional interviews with hiring managers and leadership. Provide candidates with accurate information regarding job responsibilities, company culture, compensation, benefits, career opportunities, and the hiring process. Maintain professional and positive candidate experience regardless of the hiring outcome. Continuously evaluate and improve the candidate experience and recruitment process. Hiring Manager Partnership Serve as a trusted talent acquisition advisor to department managers and organizational leaders. Coach hiring managers on effective interviewing, candidate evaluation, selection practices, and recruiting best practices. Assist hiring managers in establishing realistic qualifications and expectations for open positions. Facilitate consistent and effective interview and selection processes. Provide market insight regarding candidate availability, compensation expectations, recruiting challenges, and competitive talent markets. Partner with hiring managers to evaluate candidates and facilitate timely hiring decisions. Employer Branding & Talent Attraction Promote R-V Industries as an employer of choice through recruiting campaigns, social media, networking, career events, community involvement, and other talent-attraction initiatives. Partner with Human Resources and appropriate internal stakeholders to strengthen R-V's Employee Value Proposition and employer brand. Maintain and enhance R-V's presence on recruiting platforms, including Indeed, Glassdoor, LinkedIn, and other relevant channels. Monitor candidate and employee feedback related to the recruitment experience and employer reputation and recommend improvements. Represent R-V Industries at job fairs, career events, school programs, community events, and industry networking opportunities. Recruiting Operations & Technology Manage recruitment activity within the Applicant Tracking System (ATS), ensuring candidate records, requisitions, interview activity, job postings, and other recruiting information remain accurate and current. Maintain organized and compliant recruitment records and documentation. Evaluate and recommend recruiting technologies, sourcing tools, assessments, and other resources that improve recruiting efficiency and candidate quality. Coordinate pre-employment requirements, including background checks, employment eligibility verification, assessments, drug testing, and other applicable requirements. Recruiting Analytics & Reporting Develop and maintain regular recruiting reports and dashboards for the Director of Human Resources and organizational leadership. Track and analyze key recruiting metrics, including: Time-to-fill Time-to-hire Cost-per-hire Source-of-hire Applicant-to-interview ratios Interview-to-offer ratios Offer acceptance rates Quality of hire New-hire retention Hiring manager satisfaction Analyze recruiting trends and data to identify bottlenecks, opportunities for improvement, and changes in the labor market. Establish quarterly and annual recruiting goals in partnership with the Director of Human Resources and monitor progress against those goals. Offer Management & Onboarding Communicate compensation, benefits, and other employment information accurately and professionally. Facilitate offer negotiations within established company guidelines. Coordinate pre-employment activities and ensure a smooth transition from candidate selection to new-hire onboarding. Partner with hiring managers to ensure new hires receive timely information and have a positive onboarding experience. Compliance & Continuous Improvement Ensure recruitment and selection practices are conducted consistently and in accordance with applicable federal, state, and local employment laws #J-18808-Ljbffr