Recruiting Manager

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

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.

• 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 Affitative Action Plans.
• 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…