Purpose of Role

The Talent Acquisition Manager implements the organization’s talent acquisition strategy to improve the effectiveness and efficiency of talent attraction and recruiting. The role establishes consistent standards, systems, processes, practices, and measures; leads the Talent Acquisition team; and builds sustainable internal and external talent pipelines that meet organizational staffing needs.

Areas of Accountabilities

• Directly manage the Talent Acquisition team, ensuring alignment with organizational hiring strategies and performance objectives.
• Establish and continuously improve organization-wide talent acquisition standards, systems, tools, processes and processes that align with the Rehrig Accountable Management System.
• Directly support hiring needs for Plant Managers, Site Managers, Director, and above.
• Monitor recruiting effectiveness and use results to improve candidate quality, process consistency, hiring efficiency, and stakeholder experience.
• Build and maintain qualified candidate pipelines for recurring and forecasted workforce needs in service to Operations and functional group leaders.

• Develop and maintain consistent employer branding practices and resources for job-boards and hiring events in coordination with the Communication & Education team.
• Establish recruiting partnerships with trade schools, colleges, and community programs in coordination with the Community and Engagement Lead, designated operations leaders, and functional group leaders.
• Establish and manage the annual internship program, including workforce planning, recruiting timelines, selection practices, program events, and expansion into priority business functions.
• Develop staffing plans with plant, site, and operations leaders that translate forecasted and approved workforce needs into hiring priorities that maintain adequate staffing levels.
• Monitor operations turnover rates and advise on impacts to staffing plans with operations leaders.
• Embed job board and social media practices with LinkedIn, Indeed, and Glassdoor that enhance our employer branding.
• Develop market research and staffing ramp-up plans for new-site openings and organizational transitions.
• Refine and structure the organization’s internal job posting practices to make opportunities more accessible.

Knowledge, Skills, and Experience

• Bachelor’s degree in Business Administration, or a related field, or equivalent relevant experience.
• At least five years of talent acquisition experience recruiting across multiple organizational levels.
• Experience developing and implementing talent acquisition, campus recruiting, employer-branding, and candidate-pipeline strategies.
• Experience leading or coordinating the work of a talent acquisition or recruiting team.
• Demonstrated ability to build effective partnerships with hiring managers and cross-functional leaders.
• Experience planning and executing job fairs, career events, internship programs, or similar recruiting initiatives.
• Experience using recruiting processes, systems, and measures to evaluate and improve effectiveness.
• Experience in supporting a manufacturing or logistics organization preferred.
• Willingness to travel domestically approximately 30%.