Talent Acquisition Partner (Candidate Facing

Role Summary

The Talent Acquisition Partner serves as a Candidate Facing Recruiter and a strategic talent advisor to business and operations leaders. You will design and execute sourcing strategies, coach hiring managers, translate labor market insights into action, and deliver a standout candidate experience that reflects our values and employer brand. Success is measured by quality of hire, time to fill, candidate and hiring manager satisfaction, and process excellence.

• Be a trusted talent advisor to the business: partner with plant leadership and functional leaders to align hiring to workforce plans, production schedules, and critical capability needs.
• Lead intake sessions that clarify success profiles, interview strategy, decision criteria, compensation ranges, and timeline.
• Advise on role design, selection methods, and structured interviews that increase fairness and predictive validity.
• Convert labor market and competitor data into practical guidance on location strategy, talent availability, sourcing channels, and expected time to fill.
• Coach hiring managers on creating inclusive hiring practices and making balanced tradeoffs between skills, potential, and time to hire.
• Facilitate debriefs and ensure selection decisions are evidence based and aligned to business goals.
• Deliver recruiting excellence: own the top‑of‑funnel recruiting strategy, partner closely with business leaders to define ideal candidate profiles.
• Build and maintain active talent pipelines using multiple channels such as referrals, job boards, community partnerships, and targeted campaigns.
• Manage candidate flow through the ATS and ensure timely communications at every stage.
• Coordinate structured interview teams, provide guides, and prepare interviewers to assess consistently.
• Use data, insights, and continuous improvement to track and analyze recruiting metrics (time to submit, time to slate, time to fill, pass‑through rates, source of hire, early attrition). Identify bottlenecks, conduct root‑cause analysis, and implement countermeasures.
• Share market updates and hiring progress dashboards with stakeholders and recalibrate plans when conditions change.
• Test and adopt tools and processes that streamline work and improve candidate and hiring manager experience.
• Strengthen employer brand and candidate experience: design a candidate experience that is timely, respectful, and aligned to our values; craft inclusive job postings; represent the company at events and community partners; capture and share candidate feedback.
• Ensure compliance and operational discipline by applying relevant employment and recruiting policies (EEO, OFCCP), maintaining accurate ATS documentation, protecting candidate data, and upholding confidentiality.

• 2+ years of recruiting experience with demonstrated success as an adviser to hiring managers.
• Ability to identify and engage scarce skill sets, developing forward‑looking pipelines that meet current and future talent demands.
• Skilled with ATS and CRM platforms and professional sourcing tools (e.g., Workday, Greenhouse, Success Factors, Linked In Recruiter, Indeed).
• Strong communication, facilitation, and consultative influencing skills.
• Ability to interpret recruiting data and market insights to inform strategy and improve processes.
• Knowledge of employment laws and fair hiring practices.

• Supporting multi‑site or high‑volume environments.
• Experience supporting manufacturing, supply chain, engineering, or operations environments across hourly and salaried roles.
• Bachelor’s degree in Human Resources, Business, Marketing, or a related field, or equivalent experience.
• Bilingual in Spanish.

• Business acumen and understanding of operations
• Talent advising and stakeholder management
• Inclusive and structured selection
• Sourcing strategy and market mapping
• Project management and prioritization
• Communication and facilitation
• Data‑driven problem solving and continuous improvement
• Candidate and hiring manager experience

Time to fill at or below target for priority roles, with predictable lead times communicated to the business. Quality of hire…