Talent Acquisition II

Benefits

• Paid time off
• Medical, dental, and vision benefits
• Future growth opportunities within the company
• Maintain a collaborative, creative environment

Job Summary

The Talent Acquisition II is a key member of the HR team supporting a refinery workforce of ~1,000 employees. The Talent Acquisition II serves as a trusted advisor to hiring managers and HR Business Partners, driving effective sourcing, selection, and hiring strategies across union and non-union roles.

Accountabilities & Responsibilities

• Talent Acquisition & Full-Cycle Recruiting
• Lead end-to-end recruitment for union and non-union roles, including engineering, technical, operations, and leadership positions.
• Partner with hiring managers to define staffing needs, create job requisitions, and develop selection strategies.
• Develop and execute proactive sourcing strategies using job boards, networking, referrals, and digital platforms.
• Screens resumes, conducts initial interviews, and evaluates candidates using the Applicant Tracking System (ATS (ADP)).
• Covers all aspects of the interview process, including scheduling, interview logistics, feedback collection, and candidate communication.
• Ensures a high-quality, consistent, and positive candidate experience throughout the hiring process.
• Negotiates offers and manages the offer process, including pre-employment requirements.

Talent Pipeline Development

• Build and maintain strong pipelines of qualified candidates for critical and hard-to-fill roles.
• Establish partnerships with technical schools, universities, and industry organizations to support talent pipelines.
• Represent the company at career fairs, networking events, and campus recruiting initiatives.
• Lead internship and early career recruiting efforts, including program coordination and candidate engagement.

Recruitment Strategy & Market Insights

• Provide market insights, talent availability trends, and competitive intelligence to inform hiring strategies.
• Advise hiring managers on labor market conditions, compensation expectations, and recruitment best practices.
• Utilize data and metrics to improve time-to-fill, quality-of-hire, and overall recruiting effectiveness.
• Identify opportunities to enhance recruiting processes, tools, and employer branding.

Compliance & Process Excellence

• Ensure compliance with EEO, OFCCP, and refinery-specific hiring requirements.
• Maintain accurate and compliant documentation within the ATS and recruitment systems.
• Support audits and reporting requirements related to recruiting activities.
• Promote equitable and inclusive hiring practices throughout the recruitment process.

Stakeholder Partnership

• Serve as a trusted advisor to hiring managers, HR Business Partners, and business leaders.
• Provide guidance on candidate selection, interview techniques, and hiring decisions.
• Build strong relationships with internal stakeholders to ensure alignment on hiring priorities and workforce needs.

Onboarding & Transition Support

• Partner with HR and hiring managers to ensure seamless onboarding experience.
• Coordinate new hire integration plans and support onboarding processes to drive early success and retention.

Qualifications

• Must have legal authorization to work in the US on a full-time basis.
• Ability to effectively manage competing priorities.
• Excellent interpersonal and communications skills.