Talent Acquisition Partner

About the role

The Talent Acquisition Partner (TA Partner) plays a critical role in hiring the skilled employees who keep our manufacturing facilities, shops, and field-service operations running. This position focuses on recruiting for technical, hands‑on roles and requires someone who understands the pace, demands, and culture of industrial work environments. The TA Partner will build strong relationships with leaders and employees, learn the work being done on the floor and in the field, and translate that knowledge into effective hiring strategies. As part of a growing company and an evolving HR team, this person must bring a positive attitude, a can‑do mindset, and a willingness to roll up their sleeves to get things done.

Responsibilities

• Partner directly with hiring managers across manufacturing, shop, and field service teams to understand role requirements, workforce needs, and team dynamics.
• Own full-cycle recruiting for technical and hourly roles, sourcing, screening, interviewing, and coordinating offers from first contact to acceptance.
• Build real relationships with employees and leaders on the floor and in the field to stay connected to the work, the culture, and where talent needs are headed.
• Develop sourcing strategies that reach skilled tradespeople and technical talent through community outreach, job fairs, trade schools, and digital platforms.
• Write job postings that accurately reflect the work and attract candidates who are genuinely qualified, not just keyword matches.
• Keep candidates informed and engaged from application through onboarding, so every interaction reflects well on Cooper.
• Track recruiting activity, pipelines, and hiring metrics to inform workforce planning.
• Collaborate with HR colleagues on onboarding, workforce development, and retention initiatives.
• Help shape recruiting process and tools as Cooper's HR function continues to grow.

Requirements

• 10+ years recruiting for manufacturing, skilled trades, field service, or other technical roles.
• You understand industrial work environments; you know what a role actually demands before you ever post it.
• You build trust fast, with people at every level, from the shop floor to senior leadership.
• You've managed full-cycle recruiting in a fast-paced environment and know how to juggle multiple open roles without dropping the ball.
• You're resourceful with sourcing; comfortable finding hard-to-reach talent across multiple channels.
• You communicate clearly and build relationships that last beyond the hire.
• You're organized, self-directed, and comfortable with applicant tracking systems and everyday HR technology.
• You work well as part of a global HR team, collaborating across functions and geographies.

Qualifications

• Experience recruiting in an HR function that's actively building and evolving its processes.
• A hands-on style; genuinely willing to spend time in facilities to understand the work before you recruit for it.
• A track record of adapting quickly as business needs shift.
• A natural interest in the people who keep industrial operations running; and a sense of ownership over getting it right for them.

Benefits

• Most benefits are effective on your first day; no waiting period.
• Comprehensive medical, dental, and vision insurance.
• Company-paid life, AD&D, short-term, and long-term disability coverage (6-month short-term disability waiting period).
• Voluntary life, AD&D, and long-term disability buy-up plans.
• Voluntary accident, critical illness, and hospital indemnity insurance.
• 401(k) with up to 5% company match; 100% vested on Day 1.
• Maternity and parental leave, Arc Fertility Benefits, and an Employee Assistance Program (EAP) for mental health support.