Talent Acquisition Partner

As our Talent Acquisition Partner, you will identify, engage with and acquire top talent for all departments (roles include but are not limited to NETA Technicians/Electrical Engineers/Electrical Technologists/Generator Maintenance Technicians/Power Systems Electricians/Electricians/Sales Specialists/Operational Managers/Corporate roles). You will also develop and scale company-wide recruiting based on best practices, diversify hiring strategies, enhance employer branding, coach and consult with hiring leaders, and ensure an exceptional candidate and hiring manager experience.

·        Lead our full-cycle recruitment process; this includes working with leaders to understand their talent needs, articulating job descriptions/postings, sourcing, screening and coordinating interviews as well as conducting reference checks and leading the offer process.

·        Effectively use the HRIS/ATS system of UKG Kronos to accurately track roles (new and backfills) and ensure accuracy in the system for reporting needs

·        Work with leaders to ensure requisitions are submitted and approved

·        Develop, implement and execute recruitment programs and strategies to find top talent.

·        Use various sourcing methods such as LinkedIn, cold emailing, referrals, social media and other creative techniques/initiatives to build relationships and develop a pipeline of talented candidates.

·        Build solid relationships with leaders and serve as a partner before, during and after the recruitment process; deeply understand the leaders needs and what success looks like for each role.

·        Work collaboratively with leaders to understand their forecasting needs as it relates to recruitment.

·        Coach and mentor leaders on best practices in regard to the recruitment process, hiring approach, and candidate suitability.

·        Be proactive in networking, active recruiting and “deep diving” into passive candidate networks throughout various markets.

·        Build strong relationships with schools to identify top talent that we want to hire and develop.

·        Develop initiatives to ensure diversity in our hiring practices.

·        Understand our industry and our competitors to be able to attract and retain talent.

·        Enhance our employer brands through networking and social media strategies and initiatives to help attract candidates.

·        Be a champion for the Employee Referral Bonus Program

·        Understand our career paths and professional growth commitment to be able to articulate career path potential to candidates.

·        Follow-up with all new talent at the 6 week mark to obtain feedback on their recruitment and onboarding experience.  Follow-up again at the 12 week mark to obtain feedback on their experience with us thus far.

·        Provide leads to operational managers on any potential new clients you may have in your network.