Senior Specialist, Strategic Sourcing

Charter Next Generation•Lexington, OH

14d

About The Position

At CNG, we are owners. We empower every individual to make a significant impact — because every moment matters. Whether you’re starting your career journey or aiming for the next level, we foster a supportive environment where your contributions are valued and celebrated. Why Join CNG? Employee Ownership: Every employee receives equity shares, enabling you to participate in our company's growth and prosperity. Work-Life Balance: We support true work-life integration for all CNG employee owners. Career Growth: Advance your career within our expanding network of manufacturing facilities with comprehensive training and development programs. Purpose-Driven Work: Help create sustainable packaging solutions that reduce food waste and protect our environment for future generations. The Role From supporting internal teams to developing next-gen materials, our professional roles span strategy, innovation, and purpose. At CNG, you’ll do work that matters—and own it all.

Requirements

Proven success recruiting mid-to-senior-level professional and leadership talent across multiple business functions.
Demonstrated experience using talent market data, competitive intelligence, and workforce insights to influence hiring decisions and talent strategies.
Experience supporting workforce planning, organizational growth initiatives, succession planning, or capability-building strategies preferred.
Strong sourcing expertise utilizing LinkedIn Recruiter and other talent identification platforms.
Proven ability to build trusted partnerships with HR Business Partners, hiring managers, and senior leaders.
Strong business acumen with the ability to understand operational priorities and align talent acquisition strategies with organizational objectives.
Exceptional consultative, influencing, and coaching skills, with the ability to challenge thinking and provide data-driven recommendations.
Analytical mindset with the ability to interpret recruiting metrics, labor market trends, and talent insights to drive decision-making.
Demonstrated ability to manage multiple priorities and navigate ambiguity in a fast-paced, evolving business environment.
High level of professionalism, integrity, discretion, and accountability.
Proficiency with Applicant Tracking Systems, HRIS platforms, LinkedIn Recruiter, and Microsoft Office applications.

Responsibilities

Lead full-cycle recruitment efforts for salaried exempt positions across all departments and locations, with specialized focus on SG&A functions including Finance, Human Resources, Information Technology, Sales, Marketing, Procurement and Legal.
Partner with HR leadership and Hiring Managers to understand business priorities, organizational strategy, and capability gaps to develop targeted recruitment and talent attraction plans.
Serve as a strategic advisor to leadership by providing external talent market intelligence, compensation trends, competitor hiring activity, and workforce insights that inform hiring and organizational decisions.
Proactively identify future talent and capability requirements based on business growth strategies, succession planning needs, organizational transformation initiatives, and emerging skill demands.
Build and maintain talent pipelines for critical and hard-to-fill positions through strategic sourcing, networking, industry engagement, and relationship management.
Develop talent mapping and competitive intelligence strategies to identify high-potential talent within target organizations and industries.
Collaborate with business leaders to support workforce planning discussions, translating future-state business objectives into actionable talent acquisition strategies.
Own salary recruiting metrics, labor market trends, and hiring effectiveness data to identify opportunities, risks, and process improvements.
Provide expert coaching and guidance to Hiring Managers throughout the recruitment lifecycle, including interview effectiveness, candidate assessment, selection decisions, and market realities.
Leverage LinkedIn Recruiter and other sourcing tools to execute proactive search strategies and build diverse candidate pipelines.
Drive employer branding initiatives by promoting CNG's culture, career opportunities, and value proposition through social media, networking events, industry associations, and professional communities.
Represent the organization at industry conferences, recruiting events, networking functions, and career fairs to strengthen brand awareness and talent attraction efforts.
Establish and maintain strategic partnerships with universities, professional organizations, trade associations, and industry groups to support long-term talent pipeline development.
Prioritize hiring activity based on business impact, organizational goals, and operational requirements.
Ensure an exceptional candidate and hiring manager experience through proactive communication, efficient process management, and timely execution.
Drive continuous improvement and innovation within talent acquisition processes, tools, and sourcing methodologies.
Manage contingency or retained search agency relationships, job board spend, and/or sourcing tool budgets.
Additional duties as assigned