Talent Acquisition Lead

Mission Critical Group•Caldwell, ID

5d•Onsite

About The Position

The Talent Acquisition Lead enables business growth by attracting and hiring talent across rapidly expanding manufacturing operations in the power industry. The role owns talent acquisition delivery for all non-exempt, front-line hiring across Power Generation Solutions, covering two Idaho sites in Caldwell and Nampa and two sites in Abilene, Texas. Based on-site in Boise, Idaho, the position reports to the Director of Talent Acquisition (MCG) and partners with business unit HR leadership, workforce planning, and senior operational and functional leaders. This hands-on leadership role leads a team of three direct reports while also contributing directly to critical or complex searches. It is responsible for improving time to hire, quality of hire, vacancy management, local labor-market engagement, and hiring manager and candidate experiences. The lead builds scalable hiring practices, supports site expansion and workforce planning, and promotes an inclusive and equitable approach aligned with company values.

Requirements

Proven experience in Talent Acquisition leadership, ideally in manufacturing, engineering, or industrial environments.
Experience hiring for technical and operational roles, such as engineering, production, and skilled trades.
Strong record of partnering with senior stakeholders and influencing hiring decisions.
Ability to manage and prioritize multiple vacancies in a fast-paced environment.
Experience leading or mentoring Talent Acquisition teams.
Strong understanding of recruitment metrics, reporting, and workforce planning.
Experience working with ATS platforms such as SmartRecruiters or similar.
Ability to balance strategic thinking with hands-on execution.

Responsibilities

Lead end-to-end recruitment for all non-exempt, front-line roles across production, skilled trades, and technical functions.
Partner with business leaders to prioritize vacancies according to operational impact and business needs.
Maintain a steady, high-volume flow of qualified candidates through screening, interviews, and offers.
Reduce time to hire and improve quality of hire and offer acceptance rates.
Support critical or complex searches directly as a player-coach.
Build trusted relationships with senior stakeholders and provide visibility into vacancy pipelines, hiring progress, and risks.
Support new-site development and expansion hiring through proactive workforce planning.
Use data, market insight, and talent expertise to influence hiring decisions.
Establish vacancy-management discipline, including clear ownership, prioritization, intake, tracking, and reporting.
Drive consistency in hiring processes while allowing flexibility for business needs, and identify and remove hiring bottlenecks.
Lead, coach, and develop three Talent Acquisition professionals; set expectations for delivery, stakeholder engagement, and candidate experience.
Build team capability in consultative recruiting, prioritization, and data-driven decision-making, and foster a high-performance, collaborative culture.
Improve candidate experience through professional communication and alignment with company values.
Partner with hiring managers to improve interview effectiveness and decision quality, keep them informed on open roles and priorities, and enable timely, well-founded decisions.
Use new-hire performance, early attrition, and hiring manager feedback to improve quality of hire and selection.
Lead local labor-market engagement and build MCG's reputation as an employer of choice in each site community.
Gather and share labor-market insights, including pay, skill availability, and competitor activity, to inform hiring plans and offers.
Plan and lead participation in career fairs, community events, and local hiring initiatives.
Build early-career partnerships with technical schools, community colleges, apprenticeship programs, and workforce development organizations.
Build proactive pipelines for recurring and hard-to-fill front-line roles.
Leverage and optimize talent systems such as SmartRecruiters, and maintain reporting on hiring performance, pipeline health, and forecasting.
Enhance attraction strategies through job marketing, sourcing channels, early-talent pipelines, and innovative approaches such as targeted campaigns and geo-fencing.
Set direction, priorities, and standards for front-line Talent Acquisition delivery and oversee team performance, development, and delivery against hiring goals.