Talent Acquisition Manager

Wistron NeWeb Corporation•El Paso, TX

About The Position

The Talent Acquisition Manager builds and executes the talent acquisition strategy for the El Paso greenfield launch, translating the approved workforce plan into hiring waves by function, skill, shift, and sourcing channel. The role plans recruiting capacity across direct labor, technical, engineering, professional, and leadership positions and monitors demand, funnel performance, aging, conversion, yield, and time-to-fill. The manager designs and leads the mass-hiring model for direct labor and leads professional and leadership recruiting, either directly or through recruiters and agencies. The role develops local employer branding and sourcing, evaluates labor-market conditions and wage competitiveness, governs recruiting vendors, and manages recruiting budgets and cost-per-hire reporting. It establishes consistent recruiting processes and ensures compliance with applicable recruiting requirements. The position partners with HR, immigration counsel, hiring teams, and operational functions to support candidate processing, pre-boarding, onboarding readiness, and launch staffing needs. It leads, coaches, and develops recruiting staff and temporary recruiting support; maintains contingency hiring plans and candidate slates for launch-critical roles; and escalates staffing risks to the North America HR Leader and MIA project team. The role may perform other recruiting and workforce-readiness duties according to launch needs.

Requirements

Bachelor's degree in Human Resources, Business, Psychology, Communications, or a related field; the education section also 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: 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 a similar competitive manufacturing labor market.
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 talent acquisition strategy, translating the approved workforce plan into hiring waves by function, skill, shift, and source.
Plan recruiting capacity for direct labor, technical, engineering, professional, and leadership roles; 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, particularly for manufacturing engineering, automation, quality, supply chain, IT/DMIS, finance, and plant leadership.
Build local employer-branding and sourcing strategies using Workforce Solutions Borderplex, UTEP, EPCC, regional schools and technical programs, social platforms, and community organizations.
Benchmark candidate supply, wage competitiveness, and competing employers; provide data-based recommendations on pay, shift premiums, sign-on incentives, and sourcing investments.
Govern agency and vendor selection, commercial terms, service levels, candidate ownership, compliance, conversion terms, and quality metrics.
Ensure compliant recruiting processes under 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 in selection criteria and interview questions appropriate to each level.
Coordinate with HR Operations, payroll, benefits, IT, Facilities, Security, EHS, and L&D to ensure candidates can be processed, equipped, oriented, and trained on schedule.
Own candidate experience and pre-boarding communications, including bilingual materials where appropriate for the El Paso labor market.
Manage recruiting budgets, agency and job-board spending, 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 calendars, and recruiter workloads 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 risks.
Recommend hiring-process changes and recruiting capacity increases when current resources cannot meet demand.
Maintain recruiting metrics and formally escalate launch-critical staffing risks.
Ensure communication is timely, accurate, inclusive, legally appropriate, and consistent with WNC employer-brand standards.