Sr. Recruiter, Operations

Weiman Products LLC•Gurnee, IL

6d•$95,000 - $106,000•Hybrid

About The Position

The Senior Recruiter, Operations serves as the primary Multisite Talent Acquisition partner for PBB's Operations organization, owning recruiting strategy and execution for hourly and direct-hire positions across 4 assigned manufacturing locations and functions. This is a hands-on, high-visibility role with significant ownership and autonomy, responsible for translating workforce needs into practical recruiting plans, building proactive talent pipelines, and delivering high-quality talent while creating a strong candidate and hiring-manager experience. Reporting to the Talent Acquisition & Employer Branding Manager, this role partners closely with Operations leadership, site HR, and HR Operations Management on a dotted-line basis to support workforce planning and talent acquisition priorities. In addition to full-cycle recruiting, the Senior Recruiter will help build scalable hourly staffing processes, strengthen external talent and workforce partnerships, guide the thoughtful use of staffing vendors, and support business-driven staffing projects such as shift expansions, acquisitions, new lines or facilities, and other periods of accelerated growth.

Requirements

6+ years of full-cycle recruiting experience, with significant experience recruiting hourly talent.
Experience recruiting within Operations, manufacturing, distribution, facilities, field services, or another operational environment preferred.
Demonstrated experience developing recruiting strategies, processes, and proactive pipelines for high-volume, recurring, or hard-to-fill hourly hiring needs.
Experience managing or partnering with staffing agencies and other external recruiting vendors, including evaluating service, quality, speed, conversion, cost, and hiring outcomes.
Strong sourcing and candidate-engagement skills, including experience with LinkedIn Recruiter, job boards, direct outreach, referrals, networking, and other recruiting platforms and channels.
Proven ability to build trusted, consultative relationships with hiring managers, operational leaders, and HR partners and to influence hiring decisions through recruiting expertise and practical market insight.
Strong understanding of hourly talent markets, recruiting strategy, candidate assessment, and compensation considerations, with the ability to translate labor-market conditions into actionable recommendations.
Experience working with an ATS and recruiting technology; ability to maintain accurate recruiting data, track meaningful metrics, analyze trends, and use data to improve recruiting effectiveness.
Excellent communication, organization, judgment, and follow-through, with the ability to work independently, prioritize competing needs, and operate effectively in a fast-paced, multi-site environment.

Nice To Haves

Full professional proficiency in Spanish, both written and spoken, is a plus.

Responsibilities

Own full-cycle recruiting for hourly Operations and direct-hire positions across assigned locations and functions, from intake and sourcing through interviews, offer, close, pre-employment coordination, and onboarding handoff; deliver a consistent, high-quality candidate and hiring-manager experience.
Partner directly with Operations leaders, hiring managers, site HR, and HR Operations Management on a dotted-line basis to understand workforce plans, hiring priorities, staffing forecasts, critical roles, and anticipated demand; lead intake meetings and establish clear recruiting plans, timelines, responsibilities, and expectations before needs become urgent.
Develop and execute proactive sourcing and pipeline strategies for recurring, high-volume, and hard-to-fill roles using LinkedIn Recruiter, job boards, referrals, networking, direct outreach, career fairs, and partnerships with technical colleges, skilled-trades schools, workforce development organizations, business alliances and chambers, state and local workforce agencies, work-release and re-entry programs where appropriate, and community organizations.
Build and continuously improve a scalable hourly staffing strategy and process, including the thoughtful use of staffing and recruiting vendors; establish guidelines for when external partners should be utilized, maintain effective vendor relationships, and monitor candidate quality, speed, conversion, cost, service levels, and hiring outcomes to improve efficiency, consistency, and cost-effectiveness.
Conduct recruiter screens and candidate assessments, manage candidates through interview and selection, and advise hiring managers using labor-market intelligence on talent availability, sourcing approaches, compensation considerations, recruiting timelines, and candidate trends; maintain accurate ATS data and use recruiting metrics and market insights to identify bottlenecks and improve hiring outcomes.
Lead recruiting across the Operations organization for salaried Operations management, hourly professional, skilled trades, engineering, quality, production support, and Operations administrative roles, while providing recruiting support for Corporate positions as capacity and hiring volume allow.
Support broader Talent Acquisition and Operations workforce initiatives, including employer-brand activity and special staffing projects such as shift expansions, new lines or facilities, acquisitions and integrations, contingency, seasonal or surge hiring, and other business-driven workforce changes, while maintaining compliant, consistent, and candidate-centered recruiting practices.