Senior Talent Acquisition Specialist - Advanced Engineering

Lear Corporation•Southfield, MI

1d•Onsite

About The Position

As a member of the Talent Acquisition Team, the Senior Talent Acquisition Specialist will lead a best‑in‑class talent acquisition strategy that identifies talent skillsets to acquire, strengthens talent pipelines, selects high-performing talent and enables advanced manufacturing engineering in our US facilities.

Requirements

Bachelor’s degree in Human Resource Management or related field.
Minimum of 5 years’ of work experience as a Talent Acquisition Specialist or Recruiter where at least 50% of your workload was supporting roles such as Automation Engineers, Controls Engineers, AGV Engineers, Vision Engineers and other technical engineering positions
Ability to manage a requisition workload of 20+ requisitions while maintaining strong customer service with hiring managers and candidates
Previously experience using LinkedIn are your primary passive sourcing tool
Conceptual understanding of candidate flow within an ATS and ability to learn a new ATS quickly
Excellent communication (written and verbal) and interpersonal skills
Strong customer-focus attitude and eager to deliver a satisfied customer experience (internal and external).
Able to work in a fast paced, quickly changing environment with excellent prioritization skills

Nice To Haves

Previous experience supporting an Advanced Engineering group with skill analysis, succession planning, and talent planning

Responsibilities

Develop and execute end-to-end talent acquisition strategy for Advanced Engineering & Automation roles
Develop external sourcing pipelines and utilize internal succession pipelines to source key talent for Engineering positions
Deliver high‑quality hires that meet future‑state capability requirements for advanced automation, robotics, AI and operational technology
Drive strong candidate experience through consistent communication, structured selection, and culture‑aligned onboarding
Elevate hiring manager capability in interviewing, selection, and future‑state talent profiles for automation and digital roles.
Improve recruiting quality metrics (quality of hire, hiring manager satisfaction, new hire turnover)
Support improved new hire experience through best practice sharing and onboarding enhancements
Build future‑state workforce capability models for Advanced Engineering & Automation that define the exact technical, automation, and digital skills required
Translate Advanced Engineering & Automation workforce transformation needs into clear hiring profiles and selection criteria, ensuring recruiting is aligned to the capabilities required for advanced manufacturing and AI‑enabled operations.
Create talent roadmaps for automation, engineering, and digital roles, and partner with HRBPs to identify internal talent who can be developed into future‑state positions
Provide workforce planning insights to business leaders on capability gaps, staffing risks, and readiness requirements tied to launch milestones and organizational design decisions
Deliver weekly, monthly, and quarterly recruiting analytics to business leadership
Provide strategic insights on talent trends, capability gaps, and workforce risks
Predict future automation, engineering, and leadership talent needs aligned to technology and volume roadmaps