Sr. Talent Acquisition Partner

Taurus Industrial Group•Pasadena, TX

About The Position

The Senior Talent Acquisition Partner leads and executes talent acquisition strategies that support Taurus Industrial Group’s business growth and workforce needs. The role serves as a strategic recruiting partner to Operations and hiring leaders, providing expertise in recruiting, workforce planning, candidate engagement, and talent-market intelligence. It anticipates workforce needs and builds talent pipelines before Operations needs candidates. This position develops relationships with hiring managers and identifies qualified candidates for professional, technical, field, and skilled-trades positions. It requires understanding industrial construction, project-based staffing, and field-operations recruiting challenges. The work is both strategic and hands-on, combining long-term talent planning with day-to-day recruiting execution. The role manages full-cycle recruiting, supports staffing for new projects and changing workforce needs, cultivates skilled-trades and industry relationships, monitors recruiting metrics, and promotes TIG as an employer of choice. It works closely with Human Resources, Operations and field leadership, project managers, division leaders, HSE/Safety, Finance/Payroll, hiring managers, and external recruiting partners. The position may be performed in an office and/or hybrid environment as required, with periodic travel and occasional visits to field or project locations.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field; equivalent experience may be considered.
At least 5 years of progressive talent acquisition or recruiting experience.
Demonstrated experience recruiting professional, technical, and skilled-trades positions.
Strong sourcing and candidate-development skills.
Experience managing full-cycle recruiting.
Strong understanding of recruiting practices, employment law, and candidate engagement.
Excellent communication, organizational, and relationship-building skills.
Ability to manage multiple priorities in a fast-paced environment.

Nice To Haves

Experience recruiting for industrial construction, engineering, manufacturing, energy, infrastructure, or another project-based environment is strongly preferred.
Experience recruiting for large industrial construction projects.
Experience with applicant tracking systems and recruiting technology.
Experience developing recruiting metrics and talent pipelines.
Established network within industrial construction or skilled-trades markets.
Experience partnering directly with Operations and field leadership.

Responsibilities

Develop and execute recruiting strategies aligned with business plans, project requirements, and workforce needs.
Partner with Operations and hiring managers to understand current and future staffing requirements and establish realistic hiring requirements, timelines, and candidate profiles.
Build proactive talent pipelines and talent pools for high-demand, difficult-to-fill, recurring, and anticipated project positions.
Monitor labor-market conditions, compensation trends, talent availability, and recruiting challenges; share market intelligence with hiring managers and leadership.
Recommend sourcing strategies to improve hiring quality and speed, and identify potential staffing issues before they become project-critical.
Manage full-cycle recruiting from requisition through offer and onboarding for leadership, professional, technical, project, HSE, administrative, and skilled-trades roles.
Source candidates through job boards, professional networks, social media, employee referrals, industry contacts, recruiting events, schools, trade organizations, and direct sourcing.
Conduct candidate interviews and assessments and provide hiring recommendations based on established qualifications.
Maintain consistent candidate communication, develop relationships with passive candidates and industry professionals, and represent TIG positively throughout the candidate experience.
Support rapid staffing requirements for new projects, expansions, and workforce fluctuations, including short-term project needs and long-term workforce development.
Develop specialized recruiting strategies and relationships with skilled-trades professionals, trade schools, apprenticeship programs, associations, and industry organizations.
Understand certifications, licenses, qualifications, experience, and project-specific requirements for field and skilled-trades positions.
Maintain accurate recruiting activity and candidate information in the applicant tracking system and maintain appropriate recruiting documentation.
Monitor and report recruiting metrics, including time-to-fill, source effectiveness, pipeline activity, offer acceptance, and hiring trends.
Identify process improvements to streamline recruiting and reduce delays; evaluate recruiting tools, vendors, and sources for effectiveness and return on investment.
Ensure recruiting practices are consistent with company policies and applicable employment laws.
Promote TIG as an employer of choice and support career fairs, recruiting events, industry networking, community outreach, and relationships with schools and workforce-development organizations.
Strengthen TIG’s employment brand through job postings, social media, recruiting materials, and candidate communications.
Provide hiring managers with updates on recruiting activity, candidate pipelines, market conditions, and challenges.
Fill critical positions within established timelines, improve candidate quality and hiring-manager satisfaction, reduce time-to-fill, increase proactive sourcing and referral use, improve candidate experience, and support timely project staffing.