Talent Acquisition Partner

About the role

The Talent Acquisition Partner leads the recruiting function for a world-class 2,000+ employee linerboard manufacturer, developing a talent pipeline for critical roles across the organization. This role partners with business and HR leaders to create and drive site-specific recruiting strategies.

Responsibilities

• Build and execute proactive sourcing strategies that identify, engage, and attract passive talent, primarily in plant operations, engineering, and IT.
• Leverage advanced sourcing tools (e.g., LinkedIn Recruiter, Indeed, specialized networks, industry associations) to build talent pipelines for critical and hard-to-fill roles.
• Conduct initial phone screens to assess technical baseline, cultural alignment, and motivation, converting prospects into active candidates.
• Partner directly with business-unit HR leaders to understand workforce needs, skill gaps, and local market constraints across different facilities.
• Serve as a subject matter expert on labor market trends, compensation benchmarks, and sourcing channels relevant to critical roles.
• Maintain clear communication and recruitment metrics with HR partners to ensure seamless handoffs and alignment on open roles.
• Manage the full recruitment lifecycle, as needed, for select assigned positions, from intake through offer presentation.
• Ensure a high-touch, professional candidate experience that reflects the company’s culture and brand.
• Utilize Applicant Tracking Systems (ATS) and HRIS platforms to manage candidate data, generate reports, and analyze staffing metrics.
• Ensure hiring practices are inclusive, diverse, and offer equal opportunities to all candidates.
• Maintain compliance with federal, state, and local employment laws and regulations, reviewing policies and practices to ensure adherence.

Requirements

• Demonstrated experience finding passive technical talent within manufacturing, heavy-industry, or process-driven environments.
• Familiarity with engineering disciplines and industrial IT/OT environments.
• Proficiency in managing job postings, candidate screening, interview coordination, and offer negotiations in an ATS.
• Ability to act as an advisor to internal HR leaders and fast-paced hiring managers.
• Strong cold-outreach and storytelling skills, with the ability to pitch the company’s value proposition.
• Comfortable shifting between high-touch headhunting for specialized roles and managing routine requisition workflows.
• Ability to work closely with hiring managers to understand hiring needs and provide strategic advice.