Recruiting & Retention Specialist

Nutrition 101, LLC•Pendleton, IN

9d•$55,000 - $70,000•Onsite

About The Position

The Recruitment and Retention Specialist role is responsible for full-cycle recruiting, onboarding/benefits administration, and frontline retention efforts/workforce stabilization in a moderate-turnover plant environment. In addition to day-to-day execution, this role will design and formalize corporate recruiting and retention processes, own employer branding and employment reputation, and partner with HR, Safety, and management/leadership teams to identify role-based training needs and curriculum priorities. This role operates at both the tactical and systems level ensuring hiring is fast, compliant, consistent, and scalable across multiple sites.

Requirements

Associate’s Degree or greater, preferred; 3+ years of experience in recruiting or HR within manufacturing, logistics, or industrial environments, required.
Proven experience in high-turnover or high-volume hiring blue collar hiring.
Experience supporting H-2B programs; or interest in learning
Experience recruiting CDL drivers and familiarity wit DQF/DOT compliance.
Experience recruiting white collar, salaried roles (i.e., Office, Finance, Logistics, HR, Management and Sales Teams)
Bilingual (English/Spanish, strongly preferred.
Working knowledge of HRIS/ATS systems; Paylocity, strongly preferred.
Strong analytical, organizational, and communication skills with ability to use data to tell a story.
Experience tracking KPIs and using data to develop and implement HR strategies that drive business success.
Experience building or improving HR processes or SOPs.
Comfortable communicating, collaborating, and training across all levels.
Exposure to employer branding or workforce communications
GOAL oriented and able to produce satisfactory and timely deliverables.
Curious - always learning and improving. Not afraid of new technologies.
Willing to travel up to 10%

Responsibilities

Manage full-cycle recruiting for hourly, CDL, and select salaried roles.
Partner with management and leadership teams on: Workforce planning Hiring forecasts Seasonal and H-2B labor cycles
Own requisitions, candidate pipelines, interviews, and offers within Paylocity ATS
Support referral, local outreach, and agency strategies as needed.
Own the first 90-day employee experience. Conduct 30/60/90 day check-ins, stay interviews, and exit interviews.
Analyze turnover trends by role, department, supervisor, tenure and partner with HR and operations on retention interventions and supervisor coaching.
Design, document, and maintain formalized corporate processes for Recruiting, Onboarding, and early-tenure retention.
Create SOPs, workflows, and standards that are auditable/scalable across sites, defining ownership, escalations, and exceptions.
Conduct training exercises and ensure consistency across plants while allowing operational flexibility.
Own the employer brand as it relates to recruiting and retention (work with IT/Marketing teams to build out an interactive careers page on our website).
Ensure consistency of messaging across job postings, career pages, hiring communications.
Test and improve candidate experience and new-hire perception.
Monitor and report on employment reputational trends
Partner with HR leadership on branding improvements tied to hiring outcomes
Website Careers Page Build Out
Partner with HR and Management Teams to understand job-specific skill requirements and to identify early-tenure learning gaps.
Support the development of role-based training curriculums by providing recruiting and turnover insights and mappings skills to roles and tenure stages.
Improve Onboarding experience.
Help align onboarding and training to retention outcomes.
Support H-2B workforce onboarding and coordination
Support recruiting and onboarding of CDL-required roles.
Ensure accurate records and audit readiness.
Track and report on Recruiting/HR KPIs.
Participate in ad-hoc requests as needed.