Temp to Perm - Sr. Talent Acquisition Specialist

Mizkan America•Schaumburg, IL

50d

About The Position

The Senior Talent Acquisition Specialist is responsible for leading full cycle recruiting efforts to attract, engage, and hire top talent across multiple departments and levels within the organization. This role partners closely with business leaders and HR leadership to develop strategic sourcing plans, enhance employer branding, and optimize candidate experience while ensuring alignment with organizational goals. The role leverages data analytics and AI-driven tools to make informed, data-driven decisions that improve sourcing strategies candidate quality, and overall recruiting effectiveness. Additionally, this position will design, implement, and manage the company’s internship program to build a strong early-career talent pipeline.

Requirements

Proven success in recruiting for a variety of roles, including hard-to-fill and leadership positions.
Strong knowledge of sourcing techniques, applicant tracking systems (ATS) (e.g., Workday, ADP, iCIMS, Greenhouse), and recruitment analytics.
Strong experience utilizing LinkedIn to access passive candidates.
Excellent communication, negotiation, organizational, detail-oriented, and relationship-building skills.
Strong knowledge of employment laws and hiring best practices.
Ability to manage multiple priorities in a fast-paced environment.
Strategic thinker with a proactive approach to problem-solving.
Proficient with Microsoft Suite of Applications specifically Excel, PowerPoint and Word.
Bachelor’s degree in human resources, business, or related field (or equivalent experience).
5-7 years of experience in talent acquisition in a corporate or agency setting.

Nice To Haves

CPG experience especially in the food industry a plus.
Certification in HR or Talent Acquisition (e.g., SHRM-CP, PHR) is a plus.

Responsibilities

Lead full-cycle recruitment for corporate professional, technical, and leadership roles.
Partner with hiring managers to understand talent needs and develop effective, tailored recruiting strategies.
Source candidates through multiple channels, including job boards, social media, networking, and employee referrals.
Leverage LinkedIn Recruiter and other professional platforms to identify and engage top talent.
Utilize AI-driven tools and analytics to improve sourcing efficiency, candidate matching, and process automation.
Analyze recruiting metrics and trends to make data-driven decisions that enhance strategy and optimize outcomes.
Screen, interview, and assess candidates to ensure cultural and role fit, and manage offer negotiations to secure top talent.
Maintain strong talent pipelines for critical roles and future hiring needs.
Track and report recruiting metrics to measure effectiveness, identify areas for improvement, and provide regular reporting to HR leadership.
Design, implement, and lead the company’s internship program, including program structure, recruitment, onboarding, engagement activities, and evaluation.
Build and maintain relationships with universities, career centers, and external partners to attract top intern talent and strengthen the early-career pipeline.
Coordinate intern performance reviews, feedback sessions, and conversion strategies to support long-term talent acquisition goals.
Represent the company at career fairs, university recruiting, networking events, industry conferences, and other talent outreach initiatives.
Support new hire onboarding and participate in orientation sessions to ensure a seamless candidate-to-employee transition.
Gather feedback from new hires and hiring managers regarding the recruiting process and implement process improvements based on this feedback.
Develop and deliver training for leaders on interviewing techniques, candidate evaluation, and inclusive hiring practices.
Mentor, train, and support junior HR team members.
Manage applicant tracking system (ATS) and ensure data integrity.
Ensure compliance with employment laws and hiring policies.
Stay current on industry trends, labor market conditions, and best practices.
Assist with other HR-related projects.
Regular, predictable, in-person attendance on the business days the Company requires in-person attendance at this facility. (In-person attendance is optional on the other workdays.) For non-required-in-person attendance days, employees are expected to be present and engaged during the designated work hours for this role.