Talent Acquisition & Onboarding Partner

Fortified OPCO•Garland, TX

1d•Hybrid

About The Position

Fortified Brands is seeking a Talent Acquisition & Onboarding Partner to join their HR team. This role is responsible for full cycle recruiting and new hire onboarding across all business units and Shared Services. The Talent Acquisition & Onboarding Partner will serve as a trusted partner to leaders and hiring managers, aligning talent acquisition strategies with business needs to attract, assess, and secure top talent. Beyond hiring, this position plays a critical role in shaping and executing a structured onboarding experience that enables new employees to integrate quickly, understand expectations, connect to the company, and contribute effectively. By combining strong recruiting execution with a focus on candidate and early employee experience, the Talent Acquisition & Onboarding Partner helps strengthen our employer brand, improve hiring outcomes, and drive early-tenure engagement and retention.

Requirements

Bachelor's degree in HR, business, communications, or related field.
5+ years of talent acquisition experience conducting nationwide searches across multiple disciplines.
Proven ability to develop job descriptions, manage the offer process, and serve as a trusted liaison between candidates and hiring leaders.
Advanced sourcing expertise, including extensive use of LinkedIn Recruiter and other digital tools to identify and engage both active and passive talent.
Strong working knowledge of local, state, and federal employment laws and recruiting best practices.
Self-starter who thrives in a fast-paced environment with minimal supervision.
Adaptable and detail-oriented with strong organizational and project management skills.
Highly responsive with a strong sense of urgency and customer focus.
Exceptional communication skills, including active listening, written, verbal, and presentation abilities.
Relationship-driven, with superb follow-up skills and a track record of building trust and following through to drive results.
Proficiency with Microsoft applications, applicant tracking systems (ATS), and HRIS systems required.

Nice To Haves

Experience designing and/or delivering new hire onboarding or training programs is a plus.

Responsibilities

Own full cycle talent acquisition and new hire onboarding across all business units and Shared Services.
Partner with leadership and HR Director to understand workforce planning needs.
Develop and execute effective talent acquisition strategies that support business goals.
Build and maintain strong talent pipelines for critical, hard-to-fill, or recurring roles.
Collaborate with hiring managers to develop accurate and compelling job descriptions.
Determine skill sets, competencies, and other hiring criteria for open positions.
Proactively source and engage qualified candidates, both active and passive, through a variety of methods.
Source, screen, and evaluate candidates to ensure alignment with role requirements and organizational culture.
Manage and drive an efficient, high-quality interview and selection process in partnership with hiring managers.
Collaborate with leadership and HR Director during offer process; draft and extend offers.
Provide best-in-class candidate and new hire experiences through proactive communication, relationship management, and seamless execution of processes.
Strengthen employer branding efforts to position Fortified Brands as an employer of choice.
Manage external recruiting partners, temp and contract staffing, and related vendor relationships.
Oversee recruiting systems and tools (ATS, LinkedIn Recruiter, etc.) and maintain accurate data and reporting.
Track recruiting metrics (time-to-fill, offer acceptance rates, etc.) and provide regular updates on hiring progress and effectiveness.
Ensure compliance with all applicable employment laws and company policies.
Design and manage a structured and engaging onboarding experience focused on compliance, role clarity, company culture, and connection for all new hires.
Develop and implement role-specific assimilation plans to guide priorities and performance and support early success.
Coordinate onboarding logistics, including new hire setup, scheduling, and cross-functional communication.
Partner with leaders to ensure consistent and effective onboarding practices across the organization.
Train and coach hiring managers on onboarding expectations and new hire engagement best practices.
Monitor onboarding effectiveness through surveys, 30, 60, 90-day check-ins, and feedback loops.
Analyze onboarding insights and recommend continuous improvements to enhance the new hire experience.