Senior Talent Acquisition Specialist

WNC Corporation•El Paso, TX

9d•Onsite

About The Position

The Senior Talent Acquisition Specialist executes high-volume recruitment for operators, material handlers, technicians, and other production-support roles across approved shifts and hiring phases. The role manages requisitions from sourcing and application review through screening, interview scheduling, candidate follow-up, offers, and pre-employment coordination. It supports hiring events, maintains candidate pools for hard-to-fill and launch-critical positions, and works with Production, Planning, HR, and the TA Manager to assess recruiting demand and readiness. The specialist provides a respectful candidate experience, applies consistent job-related screening practices, communicates approved job and offer information, and coordinates hiring handoffs with HR Operations and other service providers. The role monitors recruiting and retention metrics, maintains accurate ATS records, and recommends improvements to sourcing, workflows, event logistics, and agency coordination. It is an on-site position in El Paso, including production areas and hiring events; early-morning, evening, or occasional weekend activity and limited Borderplex travel may be required.

Requirements

Three or more 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.
Bachelor’s degree in Human Resources Management, as listed in the Education section; the description also states that an associate or bachelor’s degree in HR, Business, or a related field is preferred and equivalent relevant experience is considered.

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 hiring plans for 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 interviews and hiring events and maintain candidate pools for hard-to-fill shifts and launch-critical positions.
Use consistent screening criteria and structured interview guides, document decisions, and maintain accurate candidate records.
Communicate work 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.
Work with HR on reasonable-accommodation requests and escalated candidate concerns while protecting privacy and confidentiality.
Provide responsive, respectful candidate communication, including bilingual communication when appropriate.
Review recruiting demand with Production, Planning, HR, and the TA Manager, and surface gaps in timing, shifts, candidate yield, and market competitiveness.
Coordinate candidate handoffs for I-9 verification, applicable E-Verify processes, background screening, policy-approved drug testing, orientation, EHS, and training.
Monitor early turnover and no-show trends with the HRBP and Operations and provide insights for sourcing, realistic job previews, and selection practices.
Support internal referrals and approved talent pipelines, routing immigration or relocation questions to designated specialists.
Maintain weekly funnel reporting covering 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 change.
Select approved sourcing activities, organize hiring events, and manage assigned requisitions within the TA Manager’s plan.
Recommend recruiting-channel and process adjustments and escalate staffing constraints, selection concerns, or unapproved offer requests.