Talent Acquisition Manager – Hourly Craft Recruitment

The Weitz Company / Contrack Watts, Inc.•Des Moines, IA

2d•Onsite

About The Position

Are you a talent acquisition leader who prides themselves on creating an excellent candidate experience? EPI Power is hiring a Talent Acquisition (TA) Manager to join our growing craft recruitment team. The TA Manager will lead a team of high-volume craft recruiters while optimizing talent pipelines and attracting/hiring high-quality talent in alignment with workforce planning needs. This role will help refine and streamline the full cycle recruitment process for craft/hourly hiring and be responsible for hiring initiatives. If you are looking to make a positive impact at an organization, this could be a great fit for you! EPI Power, LLC (“EPI”) is a licensed electrical contractor and subsidiary of The Weitz Company that specializes in data centers. Our mission is to safely deliver industry-leading electrical construction solutions on a fast-track basis. We believe our employees to be our most valuable asset, and we are committed to growing a diverse and inclusive culture that inspires, motivates, and continuously improves.

Requirements

7-10 years of experience in recruiting/talent acquisition
3+ years of experience managing a high-volume recruitment team
Experience within the AEC-related industry to understand project-based workforce needs and hiring cycles is highly preferred
Degree required – an equivalent combination of education and experience may be considered
Strong leader and mentor focused on supporting and developing their team
Excellent customer service skills to provide a high level of service to the organization and external parties
Ability to build positive relationships and connect with others
Independent judgement, problem-solving, and decision-making skills
Analytical and comfortable digging into data to make informed decisions
Desire to provide an excellent candidate experience
Ability to identify, attract, and evaluate quality candidates
High level of initiative, drive, professionalism, and business acumen
Strong negotiator
Excellent written and verbal communication skills
Proficient in Microsoft Office including Word, Excel, and Outlook
Solid experience with applicant tracking system (ATS) and candidate sourcing tools
Ability to learn specific job-related software upon hire
Must be able to work in the office – upon successful training, the ability to work remote 2 days per week may be available

Nice To Haves

Experience within the AEC-related industry to understand project-based workforce needs and hiring cycles is highly preferred
Bilingual in English and Spanish or Arabic is a plus, but not required
Experience with Workday is a plus

Responsibilities

Lead, develop, and coach team of high-volume craft/hourly recruiters including delegating workload/priorities, providing performance feedback, development opportunities, establishing team member goals, and team member recognition
Manage full-cycle recruitment for assigned positions: create job ads, source candidates, review applications, conduct interviews, create competitive offers, and coordinate pre-employment tasks
Create an excellent candidate experience through strong and timely communication, knowledge of the role, and a high level of professionalism
Serve as a business advisor to forecast staffing needs, evaluate market data, and create strategies to reduce time to fill, improve quality of hire, and discover alternate sources for recruiting hard-to-fill and critical roles
Conduct new position intake meetings with hiring leaders to ensure excellent partnership throughout hiring process
Proactively build talent pipelines through sourcing tools, community partnerships, industry associations, and hiring events
Identify and track previous candidates and past employees for current or future opportunities
Ensure a consistent recruitment process across the organization, excellent communication with hiring teams and candidates, and adequate candidate flow
Manage recruiting-related vendors (i.e. third-party agencies, background check vendors, sourcing tools) and ensure the quality, performance, and level of service aligns with company expectations
Track and report on defined recruitment metrics; use insights to refine strategies and support business decisions in partnership with HR leadership and business unit stakeholders
Identify opportunities to streamline/improve recruitment workflow and efficiency while remaining compliant
Partner with business unit and HR stakeholders to support succession planning and internal mobility
Champion the company’s employment brand across recruiting networks; ensure content is tailored to speak to craft and salaried audiences
Professionally represent the company