Talent Acquisition & Employee Experience Spec

Lehman Pipe and Plumbing Supply•Miami, FL

5d•Onsite

About The Position

The Talent Acquisition & Employee Experience Specialist owns Lehman Pipe & Supply’s hiring process from job posting through a new hire’s first 90 days. The role’s primary focus, approximately 60% of the time, is hands-on, end-to-end recruiting: sourcing, screening, interviewing, coordinating, extending offers, onboarding, and executing and measuring the talent acquisition strategy set by HR leadership. The specialist is the company’s point of contact for job boards, maintains an organized candidate funnel, and develops consistent sourcing, screening, and interview processes. The role also uses the HRIS and applicant tracking tools, automates onboarding where possible, and supports day-to-day communications with ADP, the company’s PEO. Approximately 40% of the role supports HR generalist work, including employee and manager questions, reporting, administration, personnel records, compliance support, and HR projects. The position calls for a people-oriented, detail-driven professional who can manage transactional work while connecting it to business needs, identifying root causes and process gaps, and implementing practical improvements to the employee experience. The position is office-based, with regular travel to branch and warehouse locations for interviews, orientation, and hiring events. Occasional early, late, or weekend hours may be needed to support hiring events and shift-based candidates. The role requires sitting and working at a computer for extended periods. Lehman Pipe & Supply is an equal opportunity employer; duties may change based on business needs.

Requirements

3–5 years of full-cycle recruiting experience, ideally in high-volume hourly and skilled roles in distribution, industrial, manufacturing, or a similar multi-site setting.
Hands-on experience with an HRIS and applicant tracking system.
Ability to manage an organized candidate pipeline across many open requisitions at once.
Experience building or improving structured screening and interviewing processes.
Working knowledge of hiring-related employment law, including EEO, I-9/E-Verify, FCRA, and background checks.
Comfort tracking metrics, building reports in Excel, and explaining what the numbers mean.
Strong communication skills and professional judgment when working with hiring managers, candidates, and vendors.
Strong organization and attention to detail, with the ability to move between tactical tasks and broader-picture thinking.
Ability to sit and work at a computer for extended periods.

Nice To Haves

ADP Workforce Now or another PEO platform experience.
Bachelor’s degree in Human Resources, Business, or a related field, or equivalent experience.
SHRM-CP, PHR, or a recruiting certification such as AIRS.
Experience automating onboarding workflows or implementing HR technology.
Exposure to HR generalist work, including employee relations, benefits, and HR administration.
Bilingual English/Spanish.

Responsibilities

Manage the full recruiting cycle for hourly, skilled-trade, branch, warehouse, driver, sales, and office roles, including intake, posting, sourcing, screening, interviewing, references, background checks, offers, and hand-off to onboarding.
Hold intake meetings with hiring managers to define requirements, interview panels, and timelines before requisitions open.
Write and post job ads; serve as the company’s point of contact and lead recruiter for job boards, career sites, and posting vendors.
Conduct phone screens and first-round interviews, and coordinate interview schedules with hiring managers and branch leaders.
Maintain accurate, timely candidate statuses; close stale requisitions and send candidate dispositions promptly.
Extend offers within approved guidelines and partner with hiring managers on start dates.
Build sourcing pipelines for hard-to-fill and recurring roles through job boards, referrals, schools, trade programs, and community partners.
Maintain a requisition priority matrix and align recruiting effort with role criticality and urgency.
Own searches in partnership with hiring managers from intake through start date.
Design and maintain consistent hiring processes, structured interview guides, screening questions, scorecards, and evaluation rubrics.
Support the Corporate Trainer in identifying hiring-manager training and coaching needs on structured interviewing, legal requirements, and timely feedback.
Administer company-adopted pre-employment tests and assessments; HR leadership selects the tools.
Document standardized hiring procedures and automate processes where possible.
Ensure hiring practices comply with EEO, I-9, E-Verify, FCRA background-check, applicable DOT, and recordkeeping requirements.
Own the new-hire experience from offer acceptance through the first 90 days, supporting a consistent start across locations.
Manage the pre-hire ticket system for equipment, uniforms and PPE, system access, workstations, and paperwork, ensuring requests are completed before day one.
Apply the onboarding checklist to every hire and ensure steps are completed properly and on time.
Coordinate new-hire packages and welcome gifts with office administrators at each location.
Design and launch the new-hire orientation program and automate it where possible.
Coordinate pre-boarding, including background and drug screening, I-9, and first-day logistics.
Automate HRIS onboarding steps where possible, including e-signature, task workflows, reminders, and checklists.
Conduct 30-, 60-, and 90-day check-ins with new hires and managers and flag early retention risks.
Centralize and manage new-hire announcements through HR for consistent, timely communication.
Track and report established talent-acquisition indicators and recommend data-informed improvements.
Monitor job-board and source performance and cost, and recommend adjustments to spending.
Identify recruiting-funnel bottlenecks and address them with hiring managers.
Use HRIS and applicant tracking tools for requisitions, candidate records, offer letters, onboarding workflows, and reporting.
Support and manage communications with the PEO on new-hire setup, benefits-enrollment hand-offs, data corrections, and service tickets.
Maintain accurate employee and candidate data and regularly audit records.
Prepare recurring and ad hoc HR reports.
Support employee inquiries, policy questions, and HR administration.
Assist with personnel-file maintenance, employment verifications, and compliance postings.
Support HR projects and initiatives across the team.
Support HR due diligence for acquisitions and other business initiatives by gathering and organizing employee data, policies, and documentation.
Perform other administrative and generalist duties as assigned.