Talent Acquisition Specialist

Group Presentation

thyssenkrupp is an international industrial and technology group with more than 93,000 employees. In the fiscal year 2024/2025, the company generated sales of around €33 billion in 48 countries. Its business activities are bundled in five segments: Automotive Technology, Decarbon Technologies, Materials Services, Steel Europe and Marine Systems. With extensive technological know-how, outstanding engineering competence and a high level of innovative strength, the group develops solutions for the challenges of the future, especially in the fields of climate protection and energy transition, digital transformation in industry and mobility of the future.

Company Presentation

thyssenkrupp Bilstein of America, Inc. is a world class manufacturer of suspension solutions headquartered in Hamilton, Ohio USA. thyssenkrupp Bilstein of America supplies products to a wide range of Original Equipment Automotive Manufacturers as well as Aftermarket and Motorsports customers. Our Aftermarket operations are based out of Poway, CA and our Motorsports operations are based out of Mooresville, NC.

For decades, the name BILSTEIN has been synonymous with high tech in suspension design, driving comfort, and safety. In order to expand this position BILSTEIN became a division of thyssenkrupp Technologies AG in 1988, and a wholly owned subsidiary in 2005. This partnership has enabled us to continue the BILSTEIN tradition of excellence.

Your Responsibilities

The Talent Acquisition Specialist leads full-cycle, high-volume recruiting (200-250 hires annually) for hourly and skilled-trades across a high-paced manufacturing site. This role partners with Plant HR, Operations leadership, and Workforce Planning teams to ensure staffing strategies are accurate, timely, compliant, and aligned with operational needs.

This individual will drive proactive workforce planning and ensure hiring strategies align with business production demands, and operational ramp-ups. The role requires strong knowledge of manufacturing labor markets, union/non-union environments (preferred), and high-volume recruiting strategies within the automotive industry (heavily preferred).

Full-Cycle Recruitment

• Create and post job requisitions compliantly and on time.
• Conduct structured resume reviews and screen candidates to ensure alignment with job requirements, competencies, and plant competency models.
• Coordinate interview scheduling with hiring managers and candidates, ensuring timely communication and alignment.
• Manage recruitment volumes tied to plant ramp-up and turnover replacement.
• Coordinate onsite hiring events, job fairs, and open house recruiting initiatives.
• Maintain accurate candidate activity and requisition data in the ATS.

Candidate Attraction & Sourcing

• Identify new and creative opportunities for attracting hourly and skilled-trades talent.
• Use a variety of sourcing channels including job boards, social media, community networks, workforce development agencies, and referrals.
• Build relationships with community workforce development boards, technical schools, community colleges, skilled trades apprenticeships programs, and veteran employment organizations.
• Plan and execute hiring events, job fairs, community outreach, and onsite recruiting activities.
• Build and maintain proactive pipelines for recurring high-volume roles.

Business Connectivity & Relationship Management

• Partner with HR, hiring managers, and business leaders to determine staffing needs and recruitments strategies.
• Communicate hiring status updates frequently to candidates and stakeholders.
• Provide recruitment process training, tools, and best practices to hiring partners.
• Collaborate closely with Plant HR to ensure alignment between TA priorities and operational demands.

Process Standardization and Compliance

• Own the accuracy and integrity of TA data, using systems and tools to enable reliable reporting.
• Track staffing metrics including requisition status, funnel activity, and hiring outcomes.
• Communicate relevant Talent Acquisition data and trends to business partners.
• Ensure process consistency and compliance across all facilities.
• Partner with TA colleagues to share best practices, standardized workflows, and improve efficiency.
• Identify and propose process improvements that enhance the hiring experience for candidates and hiring teams.
• Ensure compliance with all federal, state, and local hiring laws, as well as internal policies and union agreements.
• Support audit readiness (IATF / internal HR compliance reviews).

Workforce Planning & Forecasting

• Collaborate with Plant HR &; Operations to forecast hiring needs aligned with production schedules, new customer launches, attrition trends, and overtime reduction initiatives.
• Maintain a tracker and weekly hiring dashboards.
• Present hiring metrics to NA HR Leadership and Plant Leadership teams.
• Identify wage, market, or talent-supply trends affecting recruitment competitiveness.

Education

• Bachelor's degree in Human Resources, Business, or related field preferred
• Equivalent combination of education and experience considered

Experience

• 5 years of high-volume manufacturing recruiting experience
• Sourcing experience using diverse digital tools and recruitment technologies
• Strong interviewing skills with the ability to assess skills, competencies, and job fit
• Experience of recruitment marketing, employer branding guidelines, and effective outreach strategies
• Understanding of legislation impacting recruitment and hiring (EEO, OFCCP, state-specific laws, etc.)
• Experience recruiting within automotive or industrial manufacturing environments preferred
• Experience with union and non-union environments a plus

Knowledge, Skills & Competencies

• Knowledge of the thyssenkrupp automotive organization a plus
• Strong understanding of manufacturing labor markets
• Ability to manage 20-40 active requisitions simultaneously
• Experience using Applicant Tracking Systems (ATS) Talentlink a plus
• Experience working on TA projects, process improvement, or system enhancements
• Data-driven mindset with strong reporting capability
• Ability to influence plant leadership and hiring managers
• Strong organizational and prioritization skills

The [above] is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities, or requirements. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.