Regional Talent Acquisition Partner

Helix Traffic Solutions•Greenville, SC

About The Position

The Regional Talent Acquisition Partner is a hands‑on recruiter responsible for driving end‑to-end hiring across the region, with a primary focus on sourcing and hiring field-based staff. This role manages full‑cycle recruitment for key and hard‑to-fill positions and serves as a flexible resource, stepping in to support and back up division recruiters as needed. The ideal candidate is highly adaptable, experienced in high‑volume and skilled field recruiting, and comfortable working closely with operations and regional leadership. What You’ll Be Doing Lead proactive sourcing and hiring for field-based and frontline roles, including high‑volume needs. Build and maintain strong candidate pipelines through direct sourcing, referrals, job boards, and local outreach. Partner with field and regional leaders to understand workforce needs and hiring priorities. Step in as a backup recruiter to support divisions during peak hiring periods, vacancies, or urgent staffing needs. Ensure a positive candidate experience and timely, compliant hiring practices. Support full‑cycle recruitment for key, specialized, and leadership positions under the direction of the Talent Acquisition Consultant. Monitor and maintain candidate pipeline health for the region, identifying gaps, bottlenecks, and aging candidates early. Provide regular recruiting insights to the Regional President & Regional HR Director, including hiring trends, talent availability, and sourcing effectiveness. Track and report on key recruiting metrics such as time‑to-fill, candidate flow, source performance, and offer acceptance trends. Use market and internal data to recommend adjustments to sourcing strategies, posting approaches, and candidate outreach efforts. Support workforce planning discussions by identifying risk areas, talent shortages, and pipeline sustainability concerns. Ensure candidate pipelines remain active and engaged through timely follow‑ups, consistent communication, and relationship building. Partner with the Regional President & Regional HR Director to assess hiring outcomes and identify continuous improvement opportunities across the recruiting process. Maintain accurate and up‑to-date data in the ATS to support clear visibility and informed decision‑making.

Requirements

3+ years of recruiting or talent acquisition experience, with a strong emphasis on field or high‑volume hiring.
Proven success in full‑cycle recruiting across multiple role types and locations.
Strong sourcing skills and ability to adapt to changing hiring demands.
Hands‑on, proactive recruiter who is comfortable sourcing, screening, and hiring in fast‑paced field environments
Highly adaptable and flexible, able to shift priorities and step in to support division recruiters when needed
Strong relationship builder who partners effectively with field leaders, hiring managers, and regional teams
Results‑driven mindset with a sense of urgency around filling critical roles while maintaining quality
Clear and confident communicator, able to manage expectations and provide honest, timely updates
Problem solver who can navigate hiring challenges, talent shortages, and tight timelines creatively
Organized and self‑directed, capable of managing multiple requisitions across locations without losing momentum
Candidate-focused, committed to delivering a positive, respectful experience from first contact through hire
Team-oriented, willing to jump in and help wherever needed to keep hiring moving across the region

Nice To Haves

Experience partnering with operations or decentralized teams preferred.

Responsibilities

Lead proactive sourcing and hiring for field-based and frontline roles, including high‑volume needs.
Build and maintain strong candidate pipelines through direct sourcing, referrals, job boards, and local outreach.
Partner with field and regional leaders to understand workforce needs and hiring priorities.
Step in as a backup recruiter to support divisions during peak hiring periods, vacancies, or urgent staffing needs.
Ensure a positive candidate experience and timely, compliant hiring practices.
Support full‑cycle recruitment for key, specialized, and leadership positions under the direction of the Talent Acquisition Consultant.
Monitor and maintain candidate pipeline health for the region, identifying gaps, bottlenecks, and aging candidates early.
Provide regular recruiting insights to the Regional President & Regional HR Director, including hiring trends, talent availability, and sourcing effectiveness.
Track and report on key recruiting metrics such as time‑to-fill, candidate flow, source performance, and offer acceptance trends.
Use market and internal data to recommend adjustments to sourcing strategies, posting approaches, and candidate outreach efforts.
Support workforce planning discussions by identifying risk areas, talent shortages, and pipeline sustainability concerns.
Ensure candidate pipelines remain active and engaged through timely follow‑ups, consistent communication, and relationship building.
Partner with the Regional President & Regional HR Director to assess hiring outcomes and identify continuous improvement opportunities across the recruiting process.
Maintain accurate and up‑to-date data in the ATS to support clear visibility and informed decision‑making.