Corporate Talent Team Lead

Cleaver-Brooks • Thomasville, GA

13h • Remote

About The Position

The Corporate Talent Team Lead will oversee and drive the performance of Cleaver-Brooks’ internal Talent Acquisition team, playing a key role in strengthening and scaling our in-house recruiting function. This role ensures hiring goals are met with a strong focus on operational excellence, time-to-offer (TTO), and time-to-fill (TTF) metrics. The position requires a hands-on leader with deep recruiting expertise within manufacturing, industrial services, or comparable technical and operational environments, along with the ability to build, analyze, and interpret recruiting data to inform strategy and continuous improvement. In addition to leading and developing the team, the Corporate Talent Team Lead will support recruitment for critical or hard-to-fill roles and will carry a small requisition load to remain closely connected to day-to-day recruiting operations. This position serves as the primary escalation point for recruiting process delays or roadblocks, proactively driving cross-functional alignment and timely resolution to maintain hiring momentum and protect business operations. Experience sourcing skilled trades, service technicians, and other operational roles is highly valuable, as these talent pipelines are critical to organizational success. Military recruiting experience is a plus.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field; or equivalent experience.
• 5+ years of progressive recruiting experience, including experience leading or mentoring recruiters.
• Experience recruiting within manufacturing, industrial services, or comparable technical/operational environments required.
• Proven ability to manage and report on TTO, TTF, and other recruiting KPIs.
• Advanced skills in recruitment analytics and dashboarding (e.g., Excel, Power BI, ATS reporting tools).
• Strong knowledge of full-cycle recruiting best practices.

Nice To Haves

• Experience with leadership and executive recruiting is a plus.
• Military recruiting experience is a plus.
• Experience recruiting for hard-to-fill skilled trades and service technician roles is a plus.
• Experience with UKG is strongly preferred.
• Experience with AI sourcing tools such as HireEz is preferred.
• Experience implementing process improvements in a high-volume recruiting environment.
• Ability to manage multiple priorities in a fast-paced, dynamic environment.

Responsibilities

• Lead, coach, and develop a team of two Corporate Recruiters and a Candidate Care Specialist to achieve hiring targets, deliver a high-quality candidate experience, and meet established recruitment Service Level Agreements.
• Assign requisitions based on workload balancing, business priorities, and recruiter strengths.
• Conduct regular 1:1 and team performance reviews, providing actionable feedback.
• Foster a culture of accountability, collaboration, and service excellence, holding the team responsible for delivering strong hiring manager partnership and an exceptional candidate experience.
• Lead recruitment efforts for critical, hard-to-fill, and high-impact roles, and carry a small requisition load to support team capacity and remain actively engaged in day-to-day recruiting operations.
• Oversee and standardize the full-cycle recruitment process across the team, ensuring consistent quality, compliance, and timeliness.
• Partner with HR Business Partners and hiring managers to align recruitment strategies with business priorities, workforce planning needs, and succession considerations, ensuring proactive talent pipeline development and timely hiring execution.
• Own and drive the escalation process whenever delays or roadblocks arise that could prevent meeting hiring targets, including managing and facilitating “Red Req” calls to resolve issues quickly.
• Develop and sustain proactive talent pipelines for critical and high-demand roles, leveraging workforce planning insights and market intelligence to reduce TTO and TTF and strengthen long-term hiring readiness.
• Partner with the Marketing team and Recruitment Marketing Specialist to strengthen Cleaver-Brooks’ employer brand and market presence.
• Collaborate on the development and execution of targeted talent attraction campaigns across social media and digital platforms to increase brand awareness, enhance candidate engagement, and build proactive talent pipelines aligned to workforce planning priorities.
• Partner with the Corporate Communications Specialist to increase visibility of internal career opportunities and promote internal mobility across the organization, reinforcing career growth pathways, succession planning efforts, and employee retention initiatives.
• Lead hiring manager capability development by designing and delivering onboarding and ongoing training for new and existing hiring managers on recruitment best practices, effective interviewing, legal compliance standards, candidate experience expectations, and Service Level Agreements.
• Provide practical tools and guidance to strengthen partnership, improve decision velocity, and drive consistent, high-quality hiring outcomes.
• Support the execution of corporate workforce partnership strategy by partnering with site leadership and HR counterparts to establish and sustain strategic pipelines through local schools, technical colleges, municipalities, and community organizations.
• Ensure compliance with all legal, company, and industry-specific hiring guidelines.
• Track, analyze, and report on key recruiting metrics, particularly TTO and TTF, on a weekly, monthly, and quarterly basis.
• Identify trends, bottlenecks, and opportunities for process improvement using data-driven insights.
• Present recruiting performance insights to HR leadership and, as appropriate, contribute talent acquisition metrics to broader talent reviews and workforce planning discussions, ensuring alignment between hiring outcomes, succession planning, and organizational capability needs.
• Own, manage, and audit recruitment Service Level Agreements with hiring managers to ensure timely feedback, interview participation, and decision-making.
• Proactively hold hiring leaders accountable to agreed timelines to drive an engaged partnership, protect the candidate experience, and ensure efficient, on-time hiring outcomes.
• Develop, standardize, and continuously refine recruiting workflows, interview processes, and candidate experience initiatives to ensure consistency and scalability across the organization.
• Collaborate with HR and operational leadership to forecast hiring needs and align workforce planning strategies with business growth and succession priorities.
• Recommend and implement recruiting technologies, tools, and process enhancements that improve efficiency, data integrity, and reporting accuracy.
• Monitor recruiting performance data to identify process gaps and drive continuous improvement initiatives that reduce TTO and TTF, enhance quality of hire, and improve hiring manager engagement.
• Perform other duties and special projects as assigned to support the Talent Acquisition function and broader organizational objectives.

Benefits

• Competitive salary
• Comprehensive benefits, including medical, dental, vision, maternity support program, discounted virtual physician visits, voluntary medical benefits (Critical Illness, Hospital Care, and Accidental Injury), FSA, HSA, life insurance, short term and long-term disability
• Cash matching 401(k) plan
• Employee assistance program (EAP)
• Pet insurance
• Employee discount program
• Tuition assistance
• Paid time off and 11 paid holidays

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level