Talent Acquisition Specialist

Manage full-cycle and high-volume recruiting for a variety of exempt and non-exempt personnel. Actively and passively source screen and manage candidates throughout the hiring process. Through strategic sourcing, develop and maintain an ongoing pool of candidates and develop long-term external pipeline. Identify trends, issues and opportunities in the marketplace, which affect sourcing and hiring. Deliver a best in class candidate experience through timely communication and efficient application and onboarding process.

• Bachelor’s degree in Human Resources, General Business or related field or 8 years of recruiting experience in lieu of degree.
• Three (3) years of recruiting experience managing all phases of the recruitment and hiring process.
• Strong knowledge of compensation and benefits.
• Proficient in HRIS software and MS Office Suites
• Must travel to career fairs, college visits, and meetings.
• Excellent interpersonal skills with good negotiation tactics.
• Familiarity with laws, regulations, and best practices applicable to hiring and recruitment.
• Proficient in the knowledge of Behavioral Interviewing techniques.

ADDITIONAL DESIRED QUALIFICATIONS:

• Knowledge of manufacturing process/principals

WORKING CONDITIONS:

Must be able to work at a computer terminal for long periods and function throughout the total facility, including up and down stairs and in and out of aircraft. Cannot be sensitive to manufacturing noise (riveting, drilling, machining, aircraft engines running, etc.).

PRINCIPAL DUTIES/RESPONSIBILITIES (ESSENTIAL FUNCTIONS):

• Adherence to all federal and state laws and regulations in the employment process
• Collaborates with department managers to identify and draft detailed and accurate job descriptions and hiring criteria
• Identifies and implements efficient and effective recruiting methods and strategies based on the available role, industry standards, and the needs of the organization
• Manage full life cycle recruiting – from initial contact, offer negotiation to offer acceptance and onboarding
• Establish strong relationships with hiring managers to understand team priorities, advise hiring managers on current market trends, interview process, and how best to structure offers to attract, retain and develop qualified candidates
• Conduct talent market research to gather data and trends on competition and market conditions to best inform sourcing strategy and talent decisions
• Source candidates for active and pipeline searches, utilizing a multitude of recruitment research methods to create name generation and build candidate flow (e.g. university partnerships, career fairs)

NON-PRINCIPAL DUTIES/RESPONSIBILITIES (NON-ESSENTIAL FUNCTIONS):

• Other duties as assigned.