Talent Acquisition Manager

WNC Corporation•El Paso, TX

About The Position

The Talent Acquisition Manager will build and execute the talent acquisition strategy for the El Paso greenfield launch, translating the approved workforce plan into hiring waves by function, skill, shift, and source. The role owns recruiting capacity planning and hiring analytics across direct labor, technical, engineering, professional, and leadership roles, as well as the mass-hiring model for direct labor and professional and leadership recruiting. The position develops El Paso employer branding and sourcing, evaluates candidate supply and wage competitiveness, governs recruiting agencies and vendors, and manages recruiting budgets and cost-per-hire reporting. It establishes compliant, standardized recruiting processes and trains hiring managers and interviewers in structured interviewing, lawful selection, bias mitigation, candidate experience, and WNC competencies. Working closely with HR and cross-functional teams, the manager coordinates candidate processing, pre-boarding, orientation, and training; develops internal mobility and talent pipelines; and maintains contingency plans and backup candidate slates for launch-critical roles. The role leads and develops recruiters and temporary recruiting support, monitors workforce-readiness risks, and escalates staffing, labor-market, pay, capacity, or process risks to the North America HR Leader and MIA project team.

Requirements

Bachelor's degree in human resources, business, psychology, communications, or a related field; the Education section lists a Bachelor's degree in Human Resources Management.
Minimum 7–10 years of progressive talent acquisition experience, including 3+ years leading recruiting programs or teams in manufacturing, high-volume, technical, or greenfield environments.
Demonstrated experience with direct-labor mass hiring and professional or engineering recruiting.
Knowledge of U.S. recruiting compliance, EEO, ADA/PWFA recruiting implications, FCRA background checks, drug-testing governance, and I-9/E-Verify process handoffs.
Strong knowledge of agency management, sourcing, recruiting analytics, structured interviewing, and candidate funnel management.
Ability to work in a fast-changing greenfield environment with high accountability and cross-functional dependencies.
Competencies in talent market intelligence, data-based decision-making, influence and hiring-manager partnership, high-volume execution discipline, vendor negotiation, candidate experience and employer branding, ethics, and confidentiality.

Nice To Haves

Experience recruiting in El Paso/Borderplex or similar competitive manufacturing labor markets.
English/Spanish bilingual capability.
Experience with Workday Recruiting or a comparable ATS.
Strong Excel/Power BI reporting capability.

Responsibilities

Build and execute the El Paso greenfield launch talent acquisition strategy, translating the approved workforce plan into quarterly and monthly hiring waves by function, skill, shift, and source.
Own recruiting capacity planning for direct labor, technical, engineering, professional, and leadership roles, and maintain demand, funnel, aging, conversion, yield, and time-to-fill dashboards.
Design the direct-labor mass-hiring operating model, including job fairs, hiring events, community outreach, staffing agencies, contingent labor, referral programs, and rapid onboarding coordination.
Lead professional and leadership recruiting directly or through assigned recruiters and agencies, with focus on manufacturing engineering, automation, quality, supply chain, IT/DMIS, finance, and plant leadership.
Build an El Paso employer-branding and sourcing strategy using Workforce Solutions Borderplex, UTEP, EPCC, regional high schools and technical programs, social platforms, and community organizations.
Benchmark candidate supply, wage competitiveness, and competing employers, and provide data-based recommendations on pay, shift premiums, sign-on incentives, and sourcing investments.
Govern agency and vendor selection, commercial terms, service-level expectations, candidate ownership, compliance, conversion terms, and quality metrics.
Ensure recruiting processes comply with federal and Texas requirements, including EEO and non-discrimination, ADA/PWFA considerations, lawful job requirements, FCRA background-check procedures, drug-testing policy, I-9/E-Verify handoff, and record retention.
Partner with HR and immigration counsel to identify roles and candidates appropriate for TN, L-1, or other authorized work strategies, without promising immigration outcomes outside approved policy.
Create standardized requisition intake, interview guides, selection criteria, approval workflows, offer templates, pre-employment checklists, and recruiting SOPs.
Train hiring managers and interviewers on structured interviewing, lawful selection practices, bias mitigation, candidate experience, and WNC competencies.
Embed WNC core competencies into selection criteria and interview questions appropriate to each level.
Coordinate with HR Operations, payroll, benefits, IT, Facilities, Security, EHS, and L&D so candidates can be processed, equipped, oriented, and trained at the required pace.
Own candidate experience and pre-boarding communications, including bilingual materials where appropriate for the El Paso labor market.
Manage recruiting budget, agency and job-board spend, relocation and recruiting incentives, and cost-per-hire reporting.
Develop internal-mobility and candidate pipelines while maintaining transparent eligibility criteria and coordinating cross-border transfer requirements.
Create contingency hiring plans for launch-critical roles and maintain succession or backup candidate slates for roles that could constrain equipment installation, qualification, or production start.
Lead, coach, and develop recruiters and talent acquisition specialists, as well as temporary recruiting support as hiring volume expands.
Participate in workforce-readiness reviews and escalate labor-market, pay, capacity, or process risks early to the North America HR Leader and MIA project team.
Perform other recruiting and workforce-readiness duties inherent to the role according to launch needs.
Define recruiting channels, sourcing tactics, hiring-event calendar, and recruiter workload within the approved staffing plan and budget.
Recommend staffing vendors, recruiting agencies, job boards, and incentives, and manage performance against approved contracts.
Stop or escalate selection practices that create legal, ethical, compensation, or candidate-experience risk.
Recommend hiring-process changes and recruiting capacity increases when demand cannot be met with current resources.
Maintain recruiting metrics and formally escalate launch-critical staffing risks.
Communicate in a timely, accurate, inclusive, legally appropriate manner consistent with WNC employer-brand standards.