Senior Talent Acquisition Specialist

Wistron NeWeb Corporation•El Paso, TX

3d•Onsite

About The Position

The Senior Talent Acquisition Specialist executes direct-labor recruiting for operators, material handlers, technicians, and other production-support roles across approved shifts and hiring phases. The role manages recruiting activity from sourcing and application review through screening, interviews, candidate follow-up, approved offers, and pre-employment coordination. It supports high-volume hiring events, maintains candidate pipelines for hard-to-fill and launch-critical positions, and partners with Production, Planning, HR, and operational teams to meet staffing plans. The specialist applies consistent, job-related screening and structured interview practices, maintains accurate applicant-tracking-system records, and communicates job schedules, expectations, location, pay information, and approved offer terms clearly. The role coordinates candidate handoffs for employment verification, screening, orientation, safety, and training; monitors hiring and early-retention metrics; and recommends recruiting process improvements. The position operates on-site in El Paso, including production areas and hiring events, with early-morning, evening, occasional weekend activity, and limited Borderplex travel potentially required. The role works within the TA Manager’s plan and may select approved sourcing activities, organize events, and manage assigned requisitions. It can recommend recruiting-channel and process changes, but does not independently approve headcount, pay exceptions, agency contracts, immigration commitments, or final hiring decisions.

Requirements

At least three years of recruitment experience.
Practical experience with applicant tracking systems, job boards, hiring events, recruiting funnels, and structured candidate screening.
Working knowledge of fair and consistent U.S. hiring practices, candidate privacy, and compliant background-check and employment-verification handoffs.
Ability to organize multiple hiring waves and coordinate efficiently with frontline managers in a fast-moving operation.
Clear written and verbal communication in English.
Associate or bachelor’s degree in HR, Business, or a related field, or equivalent relevant experience.
Bachelor’s degree in Human Resources Management is listed under Education.

Nice To Haves

Recruitment experience involving high-volume hourly or direct-labor hiring in manufacturing, distribution, or a similar environment.
Spanish proficiency, strongly preferred for the Borderplex labor market.
Experience with Workday Recruiting, Excel, or Power BI.

Responsibilities

Execute weekly direct-labor hiring plans for operators, material handlers, technicians, and other production-support roles across approved shifts and ramp phases.
Source candidates through job boards, referrals, community partnerships, workforce centers, technical schools, hiring events, and approved staffing firms.
Manage assigned requisitions, including tracking, outreach, application review, job-related screening, interview scheduling, and candidate follow-up in the applicant tracking system.
Facilitate high-volume interview and hiring events and maintain candidate pools and contingency lists for hard-to-fill shifts or launch-critical positions.
Apply consistent, job-related screening criteria and structured interview guides; document selection activity and maintain accurate candidate records.
Communicate schedules, job expectations, location, pay information, and approved offer terms accurately and accessibly.
Coordinate approved offer issuance and pre-employment steps with HR Operations and service providers without independently changing compensation or conditions.
Work with HR on reasonable-accommodation requests and escalated candidate concerns while respecting privacy and confidentiality.
Provide responsive, respectful candidate communication, including bilingual communication when appropriate.
Review recruiting demand with Production, Planning, HR, and the TA Manager; surface gaps involving timing, shifts, candidate yield, and market competitiveness.
Coordinate candidate handoffs for I-9 verification, applicable E-Verify processes, background screening, drug testing under approved policy, orientation, EHS, and training.
Monitor early turnover and no-show trends with HRBP and Operations and use findings to inform sourcing, realistic job previews, and selection practices.
Support internal referrals and approved talent pipelines; route immigration or relocation questions to designated specialists.
Maintain weekly funnel reporting for applicants, qualified candidates, interviews, offers, acceptances, starts, and open requisitions.
Track time to fill, requisition aging, hiring-event yield, pre-employment drop-off, cost per hire, and early retention; recommend corrective actions.
Improve recruiting standard work, ATS data quality, event logistics, and agency handoffs as hiring volumes evolve.
Select approved sourcing activities, organize hiring events, and manage assigned requisitions within the TA Manager’s plan; recommend adjustments and escalate staffing constraints, selection concerns, and unapproved offer requests.