Recruiter

Scope & Purpose

Under the direction of the Director of Human Resources, the Recruiter leads full-cycle talent acquisition for multiple manufacturing locations. This role partners closely with site leadership to attract, assess, and hire high-quality talent across hourly, skilled trades, and professional roles. The Recruiter leverages modern sourcing strategies, recruiting technologies, and labor market insights to meet workforce demands in a fast-paced, multi-site environment.

This position requires regular travel to assigned facilities to support hiring initiatives, workforce planning, and onsite recruiting events.

Key Responsibilities

Talent Acquisition & Workforce Planning

• Partner with HR and site leadership to understand hiring needs, workforce plans, and critical skill gaps.
• Lead full-cycle recruiting: intake, sourcing, screening, interviewing, selection, and offer process.
• Prioritize high-volume, hourly, and skilled trades recruiting in a manufacturing environment.

Sourcing & Recruiting Strategy

• Develop and execute proactive sourcing strategies using ATS/CRM systems, job boards, social platforms, and AI-assisted recruiting tools.
• Build and maintain robust candidate pipelines for critical and recurring roles.
• Leverage labor market data and recruiting analytics to adjust strategies and improve outcomes.

Employer Branding & Candidate Experience

• Serve as a brand ambassador, ensuring a consistent and positive candidate experience across all sites.
• Create and manage job postings, recruitment marketing content, and community outreach initiatives.
• Represent the company at job fairs, hiring events, schools, and industry partnerships.

Stakeholder Collaboration

• Partner with hiring managers to define role requirements using a skills-based hiring approach.
• Coach leaders on interviewing best practices, selection, and hiring decisions.
• Collaborate with external agencies and vendors as needed for specialized or hard-to-fill roles.

Screening & Selection

• Conduct structured interviews to evaluate candidate qualifications, experience, and alignment with role and culture.
• Coordinate and facilitate interviews between candidates and hiring teams.
• Manage pre-employment processes including references, background checks, and offer communications.

Operations & Compliance

• Maintain accurate applicant tracking and recruiting data within HR systems.
• Ensure compliance with employment laws, company policies, and fair hiring practices.
• Track and report key recruiting metrics (e.g., time-to-fill, quality of hire, candidate pipeline health).

Travel Requirements

• Travel regularly (approx. 25–50%) to assigned manufacturing sites for hiring support, hiring events, and stakeholder engagement.

Reporting Structure

• Reports to the Director of Human Resources
• No direct reports