Why this role exists
We don’t need someone to “work a req list.” We need a Talent Acquisition Partner who can own recruiting outcomes for skilled and non-skilled production roles—by combining strong fundamentals (process, speed, candidate experience) with creative, modern talent attraction (partnerships, events, and fresh sourcing ideas).
If you’ve ever thought, “Recruiting should be treated like a business function, not a support task,” this role is built for you.
What you’ll do
- Own full-cycle recruiting for skilled and non-skilled production-level positions in your assigned region.
- Partner with leaders to define what “qualified” means for each role (skills, competencies, behaviors).
- Source using traditional channels and build new pipelines through:
- Community organizations
- Colleges and vocational schools
- Social media and job boards
- Represent the company at career fairs, speaking engagements, and events , including promoting our Apprenticeship Program .
- Set candidates up for success by clearly communicating:
- Job responsibilities
- Compensation and benefits
- Work schedules
- Policies and growth opportunities
- Coordinate interviews end-to-end (including travel logistics when needed).
- Arrange assessments and translate results into clear feedback for hiring managers.
- Serve as a user of UKG Ready (workflows, data quality, reporting, candidate experience).
- Partner with Program Managers in Lifelong Learning to support Rotational Program, Internships, and Co-Ops .
- Act as an ambassador for our talent development initiatives —using programs as real attraction tools, not just brochure copy.
You might be right for this role if…
- You’ve led full-cycle recruiting and you like owning the outcome , not just the activity.
- You can switch from “strategic” to “roll up your sleeves” in the same day.
- You’re comfortable recruiting for high-volume/production-level roles while still protecting candidate experience.
- You know how to build talent pipelines beyond job boards (schools, community partners, events).
- You’re organized enough to run multiple searches without candidates falling through the cracks.
- You might be right for this role if you enjoy working 'independently, together'—screening with an eye for all open opportunities and actively exchanging candidates with the team to ensure we never lose a great hire just because they weren't the right fit for the initial role.
- You’re confident using an ATS as a system of record and a performance tool (we use UKG Ready ).
- You might be right for this role if you’ve been in a Corporate Talent Acquisition role for at least 1-2 years in the past and you loved it.
- You communicate with clarity—especially around pay, schedules, next steps, and expectations.
What we value in this seat
- Speed with quality (fast is good; sloppy is expensive)
- Candidate experience (clear, responsive, human)
- Partnership (you guide hiring managers; you don’t just take orders)
- Creativity (new channels, new messaging, new ways to compete)
· Adaptability (work autonomously and independently while also contributing to the bigger team)
What success looks like (your first 90–180 days)
- Hiring managers trust you because you bring qualified options , not just resumes.
- Candidates leave the process saying, “That was organized, respectful, and clear.”
- You’ve built (or improved) local pipelines through schools, community partners, and events.
- You’ve improved how we use UKG Ready so recruiting is trackable, repeatable, and scalable .
The work environment
- Field-facing, people-heavy, high-trust role.
- You’ll be in the community—building the kind of recruiting presence that makes people say, “I keep hearing about you.”
