Talent Management Coordinator

Are you a dynamic and experienced HR professional? We are seeking a skilled Talent Management Coordinator to join our team. As the Talent Management Coordinator, you play a key role in managing full-cycle recruiting and onboarding efforts across the organization. This position partners closely with hiring managers and leadership to deliver a high-quality candidate and associate experience across a diverse, multi-functional cooperative environment supporting teams from operations to corporate functions. 

This role is designed as a development opportunity, providing exposure to a broad range of HR responsibilities and building the foundation for growth into a HR Generalist position over time. The ideal candidate is highly organized, adaptable, and interested in expanding their skills in employee relations, HR operations, and business partnership.

 If you are passionate about fostering positive employee relationships, driving talent initiatives, and ensuring HR policies align with business goals, we want you to join our team!

The Talent Management Coordinator position is based at our Pembroke, NH office. This role is exclusively in-office, ensuring a fully immersive and team-oriented work experience.

Key Responsibilities: 

• Lead and manage the full life cycle of recruitment across the organization including but not limited to: developing sourcing strategies, posting and managing job advertisements across platforms, screening candidates, facilitating interviews, extending and negotiating offers, and overseeing post-offer processes (e.g., drug testing, physicals, and background checks) in accordance with labor agreements and organizational standards.
• Serve as a trusted advisor to hiring managers, guiding them on recruitment best practices, labor market trends, compensation expectations, and interview techniques to ensure high-quality hiring outcomes.
• Oversee and maintain the Applicant Tracking System (ATS), ensuring data integrity, workflow optimization, and accurate documentation for audit-readiness and performance reporting. Regularly analyze ATS data to identify and implement improvements to the recruiting process.
• Partner with Marketing and Employee Engagement teams to proactively enhance the company’s employment brand across digital platforms, including social media, job boards, and the careers website. Make recommendations to maximize reach and return on investment in advertising efforts.
• Design and lead onboarding and new hire orientation programs, ensuring consistency, compliance, and a positive employee experience. Continually assess and improve content and delivery methods to reflect organizational values and goals.
• Ensure ongoing compliance with all local, state, and federal employment regulations, particularly those affecting recruitment, selection, and pre-employment processes.
• Maintain candidate records, employment applications, and new hire documentation in accordance with internal policy and legal requirements, ensuring data privacy and audit readiness.
• Conduct exit interviews and analyze data to identify trends and insights that inform retention strategies and workforce planning.
• Identify and implement opportunities to improve recruiting operations, processes, and candidate experience, leveraging data, feedback, and emerging technology.
• Support employee relations activities by assisting with workplace investigations, documentation, and policy interpretation, building foundational knowledge in both union and non-union environments.
• Perform other related duties and strategic projects as assigned by HR leadership.

ESSENTIAL SKILLS & EXPERIENCE:

• Bachelor’s degree in Human Resources, Business Administration, Communications, or related field; or relevant experience 
•  3 years of experience in full-cycle recruiting, preferably in a corporate or high-volume setting.
• Excellent interpersonal, organizational, and communication skills.
• Proficiency with applicant tracking systems and sourcing platforms (LinkedIn Recruiter, Indeed, etc.).
• High level of discretion and professionalism in handling sensitive candidate and company information.

NON-ESSENTIAL SKILLS & EXPERIENCE:

• Experience recruiting across a range of functions (e.g., operations, corporate, technical, frontline).
• Familiarity with behavioral interview techniques and structured interview design
• SHRM-CP, PHR, or other relevant HR certification.