TALENT MANAGER

Job Purpose:

Build and lead a robust internal recruiting and development function across seven (7) plant locations, streamline communication, build pipelines, and partner with our preferred staffing agency to ensure we’re hiring the right people at the right time. When we’re not actively hiring, the focus will shift to training and development to improve the skills, knowledge, and performance of our greatest asset: our workforce.

Essential Duties and Responsibilities:

Strategic Recruiting & Planning

• Develop and implement a centralized recruiting process to support high-volume, project-based hiring across all 7 locations.
• Partner with operations, plant leadership, and HR to understand workforce needs and forecasting.
• Build scalable pipelines for common roles (e.g., CNC machinists, press operators, process techs, welders, mold makers, maintenance, CMM operators, quality techs).
• Collaborate with departments to identify and draft detailed and accurate job descriptions and hiring criteria.
• Actively search for potential candidates and create a pipeline of candidates and network of resources for future hiring needs.
• Coordinate with candidates and plant leadership to schedule interviews and pre-employment screening.
• Conduct onboarding meetings with new employees on their first day.

Process Optimization & Reporting

• Standardize job requisition intake process across locations.
• Optimize use of Applicant Tracking System (ATS).
• Create and maintain dashboards for open roles, time-to-fill, candidate flow, and agency performance using ATS.

Agency Management

• Manage and maintain relationships with primary staffing agencies.
• Create clear SLAs and reporting structures with agency partners.
• Ensure cost efficiency and accountability on markups, submittals, and quality of hires.

Training & Development

• Develop and lead a robust training and development program for the workforce.
• Research and apply for training grants.
• Work with operations, plant leadership, and HR to identify training needs.
• Conduct annual performance evaluations and use the information to assign training to employees.

Employer Branding / Candidate and Employee Experience

• Promote company culture and value through job postings, plant tours, and social media talent attraction campaigns.
• Ensure a consistent and positive experience for all applicants – from hourly to skilled trade and salaried roles.
• Conduct exit interviews to collect feedback and use information to improve processes, employee experience, and retention.

Key Performance Indicators

• Recruitment Pipeline Health
• Time-To-Fill Open Position
• Retention / Turnover Rate for 1^st 90 Days

Experience:

• 3+ years of recruiting experience, preferably in a manufacturing, automotive, or high-volume environment.
• Strong understanding of staffing agency models and vendor management.
• Proficient in ATS systems, reporting tools, and job boards.
• Excellent interpersonal and communication skills.
• Ability to thrive in a fast-paced, flexible environment with frequent changes in hiring needs.

ADA Physical Demands:
The physical demands described here are representative of this that must be met by an employee to successfully perform the essential functions of this job.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• This position frequently requires walking of up to ½ mile at a time and stairs
• ​​​​​​​Employee must be able to Stoop, Kneel, Crouch, Stand, Crawl, Walk and Run
• Remain in a Stationary Position
• Use hands/fingers to handle or feel; reach
• Consistently operate a computer and/or (office, shop) productivity machinery
• Driving to multiple company locations weekly, or biweekly, as needed.

Work Environment:

• Works in an office setting. Primarily seated, walking to and from other areas is required for this position.