Talent Acquisition Manager – Hourly Craft Recruitment

The Weitz Company•Des Moines, IA

28d•Hybrid

About The Position

EPI Power is hiring a Talent Acquisition Manager to lead its growing craft recruitment team. The manager will lead high-volume craft recruiters, optimize talent pipelines, and attract and hire high-quality talent in alignment with workforce planning needs. The role will refine and streamline full-cycle recruitment for craft and hourly hiring and lead hiring initiatives. EPI Power, LLC is a licensed electrical contractor and subsidiary of The Weitz Company specializing in data centers. Its mission is to safely deliver industry-leading electrical construction solutions on a fast-track basis, and it is committed to a diverse, inclusive culture that inspires, motivates, and continuously improves. The position requires working in the office. After successful training, working remotely two days per week may be available. Visa sponsorship is not available.

Requirements

7–10 years of experience in recruiting or talent acquisition.
At least 3 years of experience managing a high-volume recruitment team.
Degree required; an equivalent combination of education and experience may be considered.
Strong leadership and mentoring skills, with a focus on supporting and developing a team.
Excellent customer service skills and the ability to provide a high level of service to internal and external parties.
Ability to build positive relationships and connect with others.
Independent judgment, problem-solving, and decision-making skills.
Analytical ability and comfort using data to make informed decisions.
Commitment to providing an excellent candidate experience.
Ability to identify, attract, and evaluate quality candidates.
High initiative, drive, professionalism, and business acumen.
Strong negotiation skills.
Excellent written and verbal communication skills.
Proficiency in Microsoft Office, including Word, Excel, and Outlook.
Solid experience with applicant tracking systems and candidate sourcing tools.
Ability to learn job-related software after hire.
Must be able to work in the office; after successful training, remote work two days per week may be available.

Nice To Haves

Experience in an AEC-related industry, to understand project-based workforce needs and hiring cycles, is highly preferred.
Bilingual proficiency in English and Spanish or Arabic.
Experience with Workday.

Responsibilities

Lead, develop, and coach a team of high-volume craft and hourly recruiters, including delegating workloads and priorities, providing performance feedback and development opportunities, establishing goals, and recognizing team members.
Manage full-cycle recruitment for assigned positions, including creating job advertisements, sourcing candidates, reviewing applications, conducting interviews, creating competitive offers, and coordinating pre-employment tasks.
Create an excellent candidate experience through timely communication, role knowledge, and professionalism.
Advise the business on staffing forecasts, evaluate market data, and develop strategies to reduce time to fill, improve quality of hire, and identify alternative sources for hard-to-fill and critical roles.
Conduct new-position intake meetings with hiring leaders and maintain effective partnerships throughout the hiring process.
Build talent pipelines through sourcing tools, community partnerships, industry associations, and hiring events.
Identify and track previous candidates and former employees for current or future opportunities.
Ensure consistent recruitment processes, effective communication with hiring teams and candidates, and adequate candidate flow.
Manage recruiting vendors, including third-party agencies, background-check vendors, and sourcing-tool providers, and ensure their quality, performance, and service meet company expectations.
Track and report recruitment metrics, using insights to refine strategies and support business decisions with HR leadership and business-unit stakeholders.
Identify opportunities to streamline and improve recruitment workflows 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 and tailor content to craft and salaried audiences.
Professionally represent the company.