Sr. Talent Acquisition Partner

Taurus Industrial Group•Pasadena, TX

About The Position

The Senior Talent Acquisition Partner leads and executes talent acquisition strategies to support Taurus Industrial Group’s business growth and workforce needs. The role is a strategic partner to Operations and hiring leaders, providing expertise in recruiting, workforce planning, candidate engagement, and labor-market intelligence. It anticipates workforce needs and builds talent pipelines proactively, while balancing long-term planning with hands-on recruiting to fill critical positions efficiently. The position recruits for professional, technical, field, and skilled-trades roles, with a focus on industrial construction, project-based staffing, and field operations. It manages full-cycle recruiting, develops candidate and industry relationships, advises hiring managers on labor-market conditions and hiring expectations, supports project staffing needs, maintains recruiting metrics and records, and promotes TIG as an employer of choice. The role may involve periodic travel to recruiting events, project locations, offices, career fairs, and other talent-acquisition activities.

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.
Experience recruiting for large industrial construction projects.
Experience with Applicant Tracking Systems and recruiting technology.
Experience developing recruiting metrics and talent pipelines.
An 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 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; provide regular updates and recommendations to hiring managers and leadership.
Manage full-cycle recruiting from requisition through offer and onboarding.
Source candidates through job boards, professional networks, social media, employee referrals, industry contacts, recruiting events, schools, trade organizations, and direct sourcing.
Recruit for leadership, professional, technical, project, HSE, administrative, and skilled-trades positions.
Conduct candidate interviews and assessments and provide hiring recommendations based on established qualifications.
Maintain consistent candidate communication and relationships with passive candidates and industry professionals; represent TIG positively throughout the candidate experience.
Serve as a recruiting partner to Operations and field leadership, identify potential staffing issues early, and support rapid staffing for new projects, expansions, and workforce fluctuations.
Develop recruiting strategies and relationships for industrial construction and skilled-trades positions, including trade professionals, schools, apprenticeship programs, associations, and industry organizations.
Understand certifications, licenses, qualifications, experience, and project-specific requirements for field roles; support short-term project recruiting and long-term workforce development.
Maintain accurate recruiting activity and candidate information in the applicant tracking system and appropriate recruiting documentation.
Monitor and report recruiting metrics, including time-to-fill, source effectiveness, pipeline activity, offer acceptance, and hiring trends.
Identify process improvements, reduce unnecessary delays, and evaluate recruiting tools, vendors, and sources for effectiveness and return on investment.
Ensure recruiting practices comply with company policies and applicable employment laws.
Promote TIG as an employer of choice through career fairs, recruiting events, industry networking, community outreach, job postings, social media, recruiting materials, and candidate communications.
Develop relationships with trade schools, colleges, workforce-development organizations, and industry associations, and maintain a network of potential candidates.