Talent Management Partner

Key Responsibilities
1. Talent Acquisition

• Strategic Sourcing & Talent Pipeline Development: Develop and execute proactive recruiting strategies to build diverse talent pipelines for current and future hourly workforce needs, utilizing multiple sourcing platforms and networking channels to attract active and passive candidates.
• Employer Branding & Recruitment Marketing: Manage and strengthen the organization’s employment brand through professional networking platforms, social media, career events, and community partnerships to attract high-quality talent.
• Full-Cycle Recruitment: Partner with hiring managers to define staffing needs, develop job postings and interview criteria, coordinate candidate assessments, and manage the interview and selection process through onboarding.
• Workforce Planning: Collaborate with HR leadership to forecast staffing needs, support succession planning efforts, and align recruitment activities with operational and strategic objectives. Partner with leadership to plan exit interviews and complete the off-boarding process.

• Onboarding & New Hire Integration: Design, implement, and continuously improve onboarding programs that accelerate employee readiness, support retention, and ensure compliance with organizational standards and policies.
• Employee Engagement & Recognition: Lead the activities committee and initiatives that enhance employee engagement, recognition, communication, and workplace culture to improve employee satisfaction and retention. Ensure consistent and timely developmental increases, benefits and FMLA administration,
• Performance Management & LMS Administration: Support performance management processes through coaching, training, and administration of Learning Management Systems (LMS) and related development tools. Ensure consistent benefit

• Internal Mobility & Succession Planning: Administer hourly internal job posting processes and support career progression and succession planning initiatives to strengthen internal talent mobility and leadership continuity.
• HR Metrics & Analytics: Monitor and analyze key HR metrics, including time-to-fill, turnover, retention, training participation, and employee engagement, and provide reporting and recommendations to leadership.
• Policy & Compliance Support: Ensure recruitment, onboarding, and development programs comply with company policies, labor agreements, and applicable employment laws and regulations. Ensure compliance with recordkeeping of required documents in and outside of the ATS or HRIS system.
• Change Management: Support organizational change initiatives related to workforce transitions, restructuring, and employee development programs.

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.
• Minimum of 4–7 years of progressive experience in talent acquisition, employee development, human resources, or organizational development.
• Experience managing full-cycle recruitment and employee development initiatives.

• Professional HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.
• Experience in a manufacturing, unionized, or 24/7 multi-site environment preferred.
• Knowledge of workforce planning, employee engagement strategies, and performance management practices.

• Proficiency with Applicant Tracking Systems (ATS), Human Resource Information Systems (HRIS), and Learning Management Systems (LMS).
• Strong analytical, organizational, interpersonal, and communication skills.
• Ability to manage multiple priorities and maintain confidentiality.

Equal Opportunity Employer
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