What are the responsibilities and job description for the Talent Acquisition Specialist position at OmniForce Solutions?
Our client is a global leader in industrial automation, process control, and digital transformation solutions. With a strong presence across energy, chemicals, and manufacturing sectors, they are known for driving innovation, operational excellence, and sustainable outcomes for customers worldwide.
This position is an individual contributor with end-to-end recruiting process ownership of the business's talent acquisition framework. Prior experience with Workday ATS is required. Responsibilities include but are not limited to the following key areas of focus:
Job Posting
- In partnership with key stakeholders, which include the Hiring Manager and the HR Business Partner, create and maintain compelling, compliant job postings aligned with role requirements, internal equity, and employer branding guidelines.
- Conduct HM intake discussions, with ability to probe and effectively engage with autonomy
- Ensure postings are optimized for visibility, inclusivity, and candidate conversion across platforms.
Sourcing & Talent Pipeline Development
- Proactively source and engage candidates using multiple channels, including LinkedIn Recruiter, job boards, referrals, among others.
- Execute cold sourcing strategies using Boolean searching, targeted outreach, and personalized messaging.
Candidate Screening & Interviewing
- Screen resumes and conduct structured phone and/or video interviews to assess skills, experience, and overall fit.
- Provide HM and HRBP with shortlisted candidates recommended for advancement
- Provide weekly requisition summary to HM and HRBP with overview of sourcing status. Maintain weekly tracking log for distribution to CHRO.
- Utilize probing behavioral and situational interview questions to evaluate competencies, motivation, and problem-solving ability.
- Coordinate and support interview scheduling and feedback collection with hiring teams.
Offer Management & Closing
- Evaluate finalist feedback in partnership with hiring managers and HRBP to drive hiring decisions.
- Extend verbal and written offers, manage negotiations, and address candidate questions through acceptance.
ATS Management, Compliance & Metrics
- Maintain accurate candidate records in the ATS, including timely dispositioning and compliance documentation.
- Track, analyze, and report on recruiting metrics such as time-to-fill, source effectiveness, and conversion rates.
- Continuously refine sourcing strategies, tools, and processes to improve efficiency and quality of hire.
Candidate Experience & Communication
- Serve as the primary point of contact for candidates, ensuring clear, consistent, and timely communication throughout the hiring process.
- Deliver a professional and positive candidate experience that reflects the organization’s