Talent Acquisition & Employee Experience Spec

Lehman Pipe and Plumbing Supply LLC•Miami, FL

1h•Hybrid

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—about 60% of time—is end-to-end recruitment, including sourcing, screening, interviewing, coordinating, extending offers, onboarding, and executing and measuring the talent acquisition strategy set by HR leadership. The specialist serves as the point of contact for job boards, maintains the candidate funnel, and develops standardized hiring processes across branches and departments. About 40% of the role supports HR generalist work, including reporting, administration, employee support, records, and HR projects. The specialist uses the HRIS and applicant tracking tools, automates onboarding where possible, and supports communications and transactions with ADP, the company's PEO. The position calls for a people-oriented, detail-driven professional who can manage day-to-day execution, build relationships, identify root causes and process gaps, and implement practical improvements to the employee experience. The role 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 work includes sitting and using a computer for extended periods.

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.
Proven ability to maintain an organized recruiting pipeline across multiple open requisitions.
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.
Ability to track metrics, build reports in Excel, and explain what the data indicates.
Strong communication skills and professional judgment when working with hiring managers, candidates, and vendors.
Highly organized and detail-oriented, with the ability to balance tactical work and broader business considerations.
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 full-cycle recruiting for hourly, skilled-trade, branch, warehouse, driver, sales, and office roles, from intake through start date.
Hold intake meetings with hiring managers to define job requirements, interview panels, and timelines.
Write and post job advertisements; serve as the lead contact for job boards, career sites, and posting vendors.
Source, screen, and interview candidates; coordinate interview loops with hiring managers and branch leaders.
Maintain accurate candidate statuses, close stale requisitions, and send timely candidate dispositions.
Extend offers within approved guidelines and coordinate start dates with hiring managers.
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 allocate recruiting effort according to role criticality and urgency.
Design and maintain consistent candidate vetting, screening, and interview processes across branches and departments.
Develop structured interview guides, screening questions, scorecards, and evaluation rubrics for core roles.
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.
Document standardized hiring procedures and automate processes where possible.
Ensure hiring practices comply with EEO, I-9, E-Verify, FCRA, applicable DOT, and recordkeeping requirements.
Own the new-hire experience from offer acceptance through the first 90 days and promote a consistent, welcoming start across locations.
Manage the pre-hire ticket system for equipment, uniforms and PPE, system access, workstations, and paperwork.
Apply the onboarding checklist and ensure each step is 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, 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 on established talent acquisition indicators and recommend data-informed improvements.
Monitor job-board and source performance and cost, and recommend changes 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.
Coordinate 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 files, 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.