The Talent Acquisition Specialist plays a crucial role in our full-cycle talent acquisition process. This includes sourcing, interviewing, and hiring candidates, while also managing and optimizing the organization's HRIS system to support data-driven decision-making.

Major Activities & Key Challenges:

• Carry a requisition load of 20 open salaried positions in a fast-paced environment.
• Learn our products and services to attract key talent.
• Build and maintain strong relationships with internal and external customers, including candidates, hiring managers, and business partners.
• Collaborate with hiring managers and HR Business Partners to understand hiring needs and develop effective recruitment strategies.
• Mentor and provide guidance to internal stakeholders regarding hiring and interviewing best practices.
• Aid public relations in establishing a recognizable “employer of choice” reputation for the company, both internally and externally.
• Source candidates through various channels, such as job boards, social media, employee referrals, professional networks and recruiting events.
• Implement strategies around diversity recruiting, or specific outreach to functional specialties.
• Coordinate college recruiting initiatives and attend career fairs for recruiting and company brand recognition to enhance internship program.
• Develop a candidate talent pipeline through active and passive sourcing methods.
• Interact with key vendors to support hiring strategy, including recruiting partners whilst managing limited use of headhunters.
• Assess candidate information via submitted resumes or employment applications. Review candidates contact information, job experience, skills, and education, using our Applicant Tracking System
• Plan interview and selection procedures. Coordinate and conduct phone screens, assessments and in-person or virtual interviews.
• Be our ambassador for the new employee experience by managing the offer stage. Prepare offer documents and coordinate all pre-employment testing requirements in co-ordination with the HRBP and Hiring Manager.
• Continuously focus on pipeline searching to build bench strength in all disciplines of the organization especially those that are difficult to recruit. Using talent acquisition analytics, market intelligence and industry best practices to communicate and/or educate operational leaders and drive ‘time to fill’ and other qualitative measures of recruiting.
• Ensure EEO compliance in all aspects of the talent acquisition process.
• Enforce and guide hiring teams on OFCCP policies, procedures, and best practices to internal customers.
• Maintain data accuracy in applicant tracking system per scheduling guidelines as required by EEO / AAP guidelines.
• Serve as a subject matter expert on AAP, EEO and OFCCP for internal customers.

The position includes competitive wages and a comprehensive benefits package available day one of hire, including health insurance (medical, dental, vision), excellent 401k matching program, paid holidays and vacation. Howmet Aerospace curates a strong working environment through opportunities for career progression, community engagement activities, and flexible schedules contingent upon role and location. The salary range for this position is $85,000 to $95,000.

Basic Qualifications:

• Bachelor’s degree in business, Communications, HR or related field from an accredited university.
• Minimum 3 years’ experience in a talent acquisition role
• Experience working with one or more Applicant Tracking Systems (ATS).

Employees must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. Visa sponsorship is not available for this position.

This position entails access to export-controlled items and employment offers are conditioned upon an applicant’s ability to lawfully obtain access to such items.

Preferred Qualifications:

• Experience recruiting in a manufacturing environment, for technical and non-technical positions.
• Experience working with OFCCP hiring policies and guidelines.
• Experience with talent acquisition data analytics.
• Possess advanced sourcing skills finding passive candidates for critical employee skill sets.