Senior Recruiter (12231)

Summary

Manage recruiting workflow and serve as adviser to the business. Build and

extend customer relationships through excellence in recruitment process delivery,

including sourcing, screening, assessing, and marketing candidates. Manage the offer

process and play a consultative role between the hiring manager and HR. Manage high touch candidate relationships and remain customer focused and responsive in customer facing activities. Coordinate relationship and engagement with third-party suppliers. Serve

as talent acquisition industry expert, providing the hiring manager with insights. Use data

and relevant technology to inform decision-making and drive conversations with

customers. Serve as the subject matter expert around applicant tracking systems,

candidate sourcing methodologies, and recruitment process effectiveness.

Responsibilities

• Recruitment Process: Develop recruiting plan for the Company, including
  
  

recruiting KPIs; track progress to the plan and metrics.

• Recruitment: Work on attracting, shortlisting, selecting, and appointing
  
  

suitable candidates for all jobs (either plant or corporate) within Somic

America, Inc. Manage the hiring and onboarding process of new employees for

the Company.

• Candidate Pipeline: Develop and maintain a candidate pipeline for hard-to-fill
  
  

specialist and management roles, developing a variety of talent attraction and

engagement processes and tools.

• Recruitment Campaigns: Contribute to the creation of recruitment campaigns,
  
  

identify the characteristics of key candidate target groups; propose channel and

media selections and messaging content; design events; draft communications

content and agency briefings.

• Screen Candidate Applications: Carry out online research and telephone interview
  
  

and review submitted portfolios of work to validate applications for all roles and to

screen out those that do not meet key criteria.

• Stakeholder Engagement and Resolving Stakeholder Issues: Direct stakeholder
  
  

engagement by arranging actions, meetings, events and supporting materials to

Recruiting Lead Date: 3/25/2026

promote stakeholder understanding and commitment. Respond to more advanced

escalations promptly and appropriately; provide managerial approvals as required.

• Future Talent Recruitment: Contribute to the creation of future talent recruitment
  
  

campaigns; review and analyze external research on values and aspirations of

university/school leavers; research and analyze recruitment channels (including

career fairs); draft communications and events content.

• Vacancy Profiling: Liaise with hiring managers to review role profiles and to ensure
  
  

that role responsibilities and candidate specifications are up-to-date and relevant;

develop candidate and recruitment agency briefings to attract high-quality

candidates.

• Create/Update Job Descriptions: Ensure job descriptions are accurate and up-to date prior to recruiting efforts beginning.
  
  

Senior Recruiter

Qualifications

Education and Experience

• Bachelor’s degree in human resources, Business Administration, or a related field
• 5 years of recruiting experience, preferably in a manufacturing or industrial environment.
  
  

Knowledge, Skills, And Abilities

• Design, evaluate and modify recruitment strategies and processes to ensure programs are current, competitive, and in compliance with legal requirements.
• Analyze recruitment policies, procedures and practices to determine competitive recruiting plan.
• Direct, prepare and distribute information to job candidates and current employees on job responsibilities, company benefits offerings and value of the workplace.
• Identify and implement practices to increase the quality of hiring practices by working with internal and external stakeholders, researching local employment issues.
• Compile reports concerning open positions, recruitment metrics, hires, transfers and termination reasons.
• Analyze data and reports to identify and determine causes of termination and develop recommendations for improvement of the company’s policies and procedures.
• Mediate between candidates and hiring managers, such as by assisting in handling candidate questions or taking suggestions.