Any qualified individual with a disability who is having difficulty in completing an application because of incompatible technology or other disability-related application issues may contact us at the following phone number for assistance: 251-445-1932. Austal shall abide by the requirements of 41 CFR §§ 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity, or national origin. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability. Austal’s commitment to equal employment opportunity applies at all levels of employment, in all job titles, including the executive level, and to all employment actions, including but not limited to decisions concerning recruitment, hiring, training, and promotion. REPORTS TO: Talent Acquisition Manager AUTHORITIES / RESPONSIBILITIES: Lead with a culture based on people and processes. Create and maintain effective communication channels with hiring managers and business leadership to 1) timely relay status of recruitment activities; and 2) educate on best practices in sourcing, legal requirements, interviewing skills, developmental programs and other related topics. Partner with Leadership team and HR Partners to identify appropriate steps for internal moves including programs for succession planning, development planning, job rotation, etc. Conduct ongoing evaluation of systems and processes to ensure quality and integrity of data to support fluid talent pipeline. Develop and execute the company's diversity recruitment strategy and goals to deliver upon key compliance objectives in areas of OFCCP, FCRA, EEO, etc.; Develop relationships with colleges, universities, and professional organizations to ensure an open pipeline of diverse professional candidates. Support affirmative action team to complete timely submissions of affirmative action plan. Implement routine audits of Recruitment administrative process; ensuring proper documentation in compliance with regulatory requirements. Build good working relationships with recruitment agencies and contract staffing companies. Possess a strong sense of urgency to meet the needs of the organization with staffing. Additional responsibilities as assigned by management. QUALIFICATIONS / KNOWLEDGE / EXPERIENCE: Bachelor’s degree in Business, HR, Organizational Development, or related field required. 5-7 years’ progressive recruitment experience in a high-volume fast-paced environment with varied business objectives and shifting recruiting priorities. OFCCP, FCRA, EEO, knowledge. Proven track record for producing hiring results; demonstrated success in developing and maintaining professional contacts. Possess a strong process orientation and demonstrated experience in a quality improvement corporate staffing and recruitment environment. Must maintain strictest level of confidentiality. Possess and practice exceptional interpersonal and communication skills to effectively manage internal customer relationships. Possess strong negotiation skills. Knowledgeable in, and able to apply, constructs of various Federal, State, and Local employment laws and regulations. Knowledgeable of the functions and capabilities of an applicant tracking system, (ATS) and Human Resource Information Systems (HRIS). Proficient with Microsoft Office products with strong experience with Excel preferred. Exposure to the process of developing an employment brand with experience ensuring that this message is consistent across the organization is preferred. DIRECTION EXERCISED: Full discretionary authority to assign work to recruitment staff. Works independently to deliver work products against aggressive deadlines. Escalates complex issues to Director of Human Resources as appropriate. DISCRETION EXERCISED: Incumbent will be expected to work with a wide degree of creativity and latitude while navigating through ambiguous situations to meet goals and objectives. Relies on experience and judgment to plan and accomplish goals. LIAISES WITH: Employees and management at all levels across the entire organization as well as vendors, contractors, and consultants. Interfaces with Workforce Development Manager. ADDITIONAL GUIDELINES: Candidates must meet the following employment eligibility guidelines to be considered for employment with Austal USA: 18 years of age or older at time of application. Able to provide proof of US Person Status No felony convictions of Theft/Deception or Violent crimes within seven years from disposition date No felony convictions of Drug crimes within three years from disposition date Willing to submit to a drug screen Willing to submit to a background check Able to travel up to 15% of time as needed PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Must be able to tour all vessels and work sites. While performing the duties of this job, the employee is regularly required to sit, stand and walk. Specific physical requirements include the following: Ability to utilize personal protective equipment (hard hat, safety glasses, steel-toes shoes, goggles, respirator, safety harness, safety line, flotation gear, etc.) safely per OSHA standards. Ability to withstand cold and hot temperatures. Able to respond to verbal and audible sounds/commands. Able to utilize adequate visual skills. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee occasionally encounters while performing essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally exposed to humid conditions, bright flashing lights, moving mechanical parts, outside weather conditions, and extreme heat. The employee is occasionally exposed to fumes and/or airborne particles at or below the PEL, toxic or caustic chemicals, and heat and cold. The noise level in portions the work environment is usually very loud, 90 dB. SAFETY Must comply with company, federal, state, and local safety and environmental rules and regulations while performing daily job tasks. Austal USA is a ship manufacturer headquartered in Mobile, Ala., with service centers in San Diego and Singapore and a technology center in Charlottesville, Va. With the most modern steel panel line in the shipbuilding industry, Austal USA’s facility is capable of supporting the manufacture of both aluminum and steel ships. Austal USA leverages a moving module production line and strict adherence to lean manufacturing principles to consistently deliver on-schedule and on-budget. Austal USA is currently under contract for several programs, including the U.S. Coast Guard’s Heritage-class Offshore Patrol Cutter (OPC), the TAGOS-25 ocean surveillance ships, the Spearhead-class Expeditionary Fast Transport (EPF), the Navajo-class Towing, Salvage and Rescue ships (T-ATS), the Expeditionary Medical Ship (EMS), the Auxiliary Floating Dry Dock Medium (AFDM), and the Independence-variant Littoral Combat Ship (LCS), and is supporting Navy unmanned vessel programs leveraging its advanced machinery control system. Austal USA’s service business provides global support to U.S. Navy, Military Sealift Command and other customers. Austal USA’s San Diego Service Center includes a waterfront facility that will have the capability to drydock small combatants and similar sized ships. Earning 23 safety excellence awards, Austal USA continues to be one of the safest shipyards in America.