What are the responsibilities and job description for the Contract - Sr. Talent Acquisition Specialist - Onsite position at CoorsTek, Inc.?
It's exciting to work for a company that makes the world measurably better.
We're committed to bringing safety, quality, and customer focus to the business of advanced ceramics manufacturing.
Job Title
Contract - Sr. Talent Acquisition Specialist - Onsite
This role must sit onsite 5 days per week in Golden, CO.
The Sr. Talent Acquisition Specialist leads full-cycle recruitment for complex high-volume programs across multiple CoorsTek sites and serves as a process and systems leader for the broader Specialist team. The role partners with site leadership on workforce planning, mentors Talent Acquisition Specialists, and owns selected TA process and reporting improvements.
Roles & Responsibilities
Hourly: 35.00 - 45.00
Actual compensation is commensurate with experience, skills and education. CoorsTek strives to give all qualified applicants equal opportunity and to make selection decisions on job related factors. Do not provide any information on the application which will indicate your race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity, pregnancy, genetic information, veteran status, or any other status protected by law or regulation.
If you like working for a company that makes a real difference in the world, you'll enjoy your career with us!
We're committed to bringing safety, quality, and customer focus to the business of advanced ceramics manufacturing.
Job Title
Contract - Sr. Talent Acquisition Specialist - Onsite
This role must sit onsite 5 days per week in Golden, CO.
The Sr. Talent Acquisition Specialist leads full-cycle recruitment for complex high-volume programs across multiple CoorsTek sites and serves as a process and systems leader for the broader Specialist team. The role partners with site leadership on workforce planning, mentors Talent Acquisition Specialists, and owns selected TA process and reporting improvements.
Roles & Responsibilities
- Lead recruitment for complex, critical-skill, and surge-hiring programs across multiple sites, ensuring delivery against TA service-level agreements.
- Serve as lead recruiter on cross-site sourcing campaigns, new-shift start-ups, and other high-stakes staffing events.
- Partner with hiring managers and HR leadership to develop sourcing strategies for hard-to-fill roles.
- Personally manage a portfolio of the most challenging requisitions while supporting peers on theirs.
- Provide mentorship and process coaching to Talent Acquisition Specialists across the team.
- Lead onboarding of new TA Specialists, including ATS training, sourcing technique, and stakeholder management.
- Share market intelligence, sourcing tactics, and candidate experience improvements with the team.
- Serve as the TA team's subject matter expert in Workday recruiting, ensuring data integrity, candidate management, and reporting consistency.
- Identify and lead process improvements that increase recruiter efficiency, quality of hire, and candidate experience.
- Build and maintain candidate pipelines through job fairs, trade school partnerships, community events, and strategic partnerships.
- Track and analyze key TA metrics and recommend improvements to the TA Manager.
- Ensure compliance with internal policies, employment regulations, and global TA standards.
- Talent Acquisition. Own hiring outcomes for the team or department; build candidate pipelines; develop interviewer skill; improve quality of hire.
- Communication. Communicate using empathy, influence, and an adaptive approach to create dialogue with candidates, hiring managers, and HR partners.
- Process Documentation. Identify gaps or errors in TA documentation; draft updates; follow the change process.
- Detail-Oriented. Identify subtle quality risks others miss; build personal checks into complex searches; help peers see what matters.
- Project Management. Manage a portfolio of requisitions and one or two recruiting projects simultaneously; plan, sequence, and reprioritize effectively.
- Technology Use. Serve as a power user of the TA tech stack; configure workflows and reports; evaluate new tools including AI-enabled tools.
- Problem Solving. Define recruiting problems clearly; generate and evaluate multiple solutions considering risks and benefits.
- Leadership. Lead informal mentorship of TA Specialists or coordinators; model standards.
- Data Fluency. Combine data from the ATS and other sources; use metrics to support recommendations to hiring managers.
- Influence Others. Tailor the message to the audience; use data and candidate insights together to gain alignment on selection decisions.
- Building Relationships. Build trust with hiring managers and HR partners through consistent delivery, active listening, and proactive communication.
- Bachelor's degree in Human Resources, Business, or a related field, or equivalent work experience.
- 4 years of recruiting experience, including at least 3 years in corporate recruiting, with proven success in high-volume and complex manufacturing hiring.
- Demonstrated expertise in Workday Recruiting (or equivalent enterprise ATS) including reporting and process configuration.
- Track record of mentoring or coaching peer recruiters.
- Strong consultative skills with the ability to influence hiring managers and senior site leaders.
- Ability to handle sensitive information with strict confidentiality.
Hourly: 35.00 - 45.00
Actual compensation is commensurate with experience, skills and education. CoorsTek strives to give all qualified applicants equal opportunity and to make selection decisions on job related factors. Do not provide any information on the application which will indicate your race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity, pregnancy, genetic information, veteran status, or any other status protected by law or regulation.
If you like working for a company that makes a real difference in the world, you'll enjoy your career with us!