Woodward is committed to creating a great workplace for all team members. Our company and its members are committed to acting with integrity, being respectful and accountable to one another, and staying humble and driven, while maintaining the highest professional and ethical standards.
We are steadfastly committed to attracting the best talent across our communities creating a rewarding workplace. Together we are fulfilling our purpose to design and deliver energy control solutions our partners count on to power a clean future.
Woodward supports our members’ wellbeing and regularly benchmarks with other companies in our industry to offer an extensive Total Reward package for this position. Salary will be determined by the applicant's education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data.
Talent Acquisition Partner II Estimated annual base pay: $72,000(minimum) - $110,000(maximum)
Sr Talent Acquisition Partner Estimated annual base pay: $85,000(minimum) - $125,000(maximum)
All Levels are eligible for the benefits below:
All members included in annual cash bonus opportunity.
401(k) match (4.5%)
Annual Woodward stock contribution (5%)
Tuition reimbursement and Training/Professional Development opportunities for all members
12 paid holidays, including floating holidays
Industry leading medical, dental, and vision Insurance upon date of hire
Vacation / Sick Time / Vacation Buy-up / Short Term Disability / Bereavement leave
Paid parental leave
Adoption Assistance
Employee Assistance Program, including mental health benefits
Member Life & AD&D / Long Term Disability / Member Optional Life
Member referral bonus
Spouse / Child Optional Life / Optional AD&D / Healthcare and Dependent Care Flexible Spending
Voluntary benefits, including:
This role will be focused on recruiting for Aerospace Production roles and follows a hybrid schedule, with onsite work required on Monday, Wednesday, and Thursday, and remote work on Tuesday and Friday.
Talent Acquisition Partner II
Key Responsibilities:
Develop and implement recruitment strategies: Develop and implement recruitment strategies that align with the organization's goals and objectives. This includes identifying job requirements, sourcing candidates, and creating job postings.
Conduct candidate screening and selection: Screen and assess candidates for their qualifications, experience, and cultural fit. Conduct interviews, reference checks, and assessments to select the best candidates for the job.
Manage the recruitment process: Manage the recruitment process from start to finish, including scheduling interviews, coordinating with hiring managers, and extending job offers.
Build and maintain relationships: Build and maintain relationships with hiring managers, candidates, and external partners such as recruitment agencies and job boards.
Ensure compliance: Ensure compliance with legal and regulatory requirements, including affirmative action, equal employment opportunity, and anti-discrimination laws. This includes maintaining accurate records and documentation throughout the recruitment process.
Key Skills:
Recruitment and Sourcing Skills: Ability to identify, attract, and engage top talent using various sourcing channels and techniques.
Screening and Selection Skills: Ability to effectively screen and select candidates based on job requirements, skills, and experience.
Interviewing Skills: Ability to conduct effective interviews and assess candidates’ fit with the organization.
Employer Branding: Ability to promote the company’s brand and culture to attract top talent.
Talent Management: Ability to manage the entire recruitment life cycle, from sourcing to onboarding.
Data Analysis: Ability to analyze recruitment metrics and data to optimize the recruitment process.
Relationship Building: Ability to build strong relationships with hiring managers and candidates.
Communication Skills: Ability to communicate effectively with candidates, hiring managers, and other stakeholders.
Time Management: Ability to manage multiple tasks and prioritize work to meet deadlines.
Technology Skills: Ability to use recruitment software and tools to manage the recruitment process.
Sr Talent Acquisition Partner
Key Responsibilities:
Developing Recruitment Strategies: A Senior Talent Acquisition Partner is responsible for developing and implementing recruitment strategies to attract and retain top talent.
Sourcing and Attracting Candidates: A Senior Talent Acquisition Partner is responsible for identifying and attracting qualified candidates through various channels, such as job boards, social media, and professional networks.
Conduct candidate screening and selection: Screen and assess candidates for their qualifications, experience, and cultural fit. Conduct interviews, reference checks, and assessments to select the best candidates for the job.
Managing the Recruitment Process: A Senior Talent Acquisition Partner is responsible for managing the entire recruitment process, from posting job listings to extending job offers.
Collaborating with Hiring Managers: A Senior Talent Acquisition Partner works closely with hiring managers to understand their recruitment needs, develop job descriptions, and identify qualified candidates.
Key Skills:
Recruitment Strategy Development: Ability to develop and implement recruitment strategies to attract and retain top talent.
Sourcing and Attracting Candidates: Ability to identify and attract qualified candidates through various channels, such as job boards, social media, and professional networks.
Candidate Assessment: Ability to assess candidate qualifications, skills, and experience to determine their fit with the organization.
Recruitment Process Management: Ability to manage the entire recruitment process, from posting job listings to extending job offers.
Collaboration with Hiring Managers: Ability to work closely with hiring managers to understand their recruitment needs, develop job descriptions, and identify qualified candidates.
Candidate Experience: Ability to provide a positive candidate experience, from initial contact to onboarding.
Employer Branding: Ability to promote the company’s brand and culture to attract top talent.
Communication Skills: Ability to communicate effectively with candidates, hiring managers, and other stakeholders.
Data Analysis: Ability to analyze recruitment metrics and data to optimize the recruitment process and make informed decisions.
Coaching and mentoring: The ability to coach and mentor team members to help them develop new skills and advance their careers within Talent Acquisition
Application window is anticipated to close 7 days from original posting date.
This information is provided in compliance with the Colorado Equal Pay for Equal Work Act and is the company’s good faith and reasonable estimate of the compensation range and benefits offered for this position. The compensation offered to the successful applicant may vary based on factors including experience, skills, education, location, and other job-related reasons.
This position requires use of information which is subject to the International Traffic in Arms Regulations (ITAR) and/or the Export Administration Regulations (EAR). All applicants must be U.S. Persons within the meaning of the ITAR and EAR, or eligible to obtain all required authorizations from the U.S. Department of State and/or the U.S. Department of Commerce. The ITAR defines a U.S. Person as a U.S. citizen or national, lawful permanent resident (i.e., 'Green Card holder'), or a protected person (e.g., asylee, or refugee).
Woodward is an equal opportunity employer and does not discriminate in hiring or employment on the basis of race, color, religion, sex (including sexual orientation and gender identity), national origin, age, disability, protected veteran status, or any other category protected under federal, state, or local laws.
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