Talent Acquisition Partner (Candidate Facing)

Johnson Controls•Gilbert, AZ

1d•$71,000 - $87,000•Hybrid

About The Position

The Talent Acquisition Partner serves as a Candidate Facing Recruiter and a strategic talent advisor to business and operations leaders. You will design and execute sourcing strategies, coach hiring managers, translate labor market insights into action, and deliver a standout candidate experience that reflects our values and employer brand. Success is measured by quality of hire, time to fill, candidate and hiring manager satisfaction, and process excellence.

Requirements

2+ years of recruiting experience with demonstrated success as an adviser to hiring managers.
Demonstrated ability to identify and engage scarce skill sets, developing forward‑looking pipelines that ensure the business is prepared for both current and future talent demands
Skilled with ATS and CRM platforms and professional sourcing tools, for example Workday, Greenhouse, SuccessFactors, LinkedIn Recruiter, and Indeed.
Strong communication, facilitation, and consultative influencing skills.
Ability to interpret recruiting data and market insights to inform strategy and improve processes
Knowledge of employment laws and fair hiring practices.

Nice To Haves

Experience supporting multi-site or high volume environments.
Experience supporting manufacturing, supply chain, engineering, or operations environments across hourly and salaried roles.
Bachelor degree in Human Resources, Business, Marketing, or a related field, or equivalent experience.
Bilingual in Spanish

Responsibilities

Be a trusted talent advisor to the business
Partner with plant leadership and functional leaders to align hiring to workforce plans, production schedules, and critical capability needs.
Lead intake sessions that clarify success profiles, interview strategy, decision criteria, compensation ranges, and timeline.
Advise on role design, selection methods, and structured interviews that increase fairness and predictive validity.
Convert labor market and competitor data into practical guidance on location strategy, talent availability, sourcing channels, and expected time to fill.
Coach hiring managers on creating inclusive hiring practices and making balanced tradeoffs between skills, potential, and time to hire.
Facilitate debriefs and ensure selection decisions are evidence based and aligned to business goals.
Deliver recruiting excellence
Own the top‑of‑funnel recruiting strategy, partnering closely with business leaders to define ideal candidate profiles
Build and maintain active talent pipelines using multiple channels such as referrals, job boards, community partnerships, and targeted campaigns.
Manage candidate flow through the ATS and ensure timely communications at every stage.
Coordinate structured interview teams, provide guides, and prepare interviewers to assess consistently.
Use data, insights, and continuous improvement
Track and analyze recruiting metrics such as time to submit, time to slate, time to fill, pass through rates, source of hire, and early attrition.
Identify bottlenecks and conduct root cause analysis, then implement countermeasures that improve speed and quality.
Share market updates and hiring progress dashboards with stakeholders, and recalibrate plans when conditions change.
Test and adopt tools and processes that streamline work and improve candidate and hiring manager experience.
Strengthen employer brand and candidate experience
Design a candidate experience that is timely, respectful, and aligned to our values.
Craft inclusive job postings that are clear on impact, growth, and requirements.
Represent the company at events and with community partners to expand reach and diversify talent pools.
Capture and share candidate feedback to continuously improve.
Ensure compliance and operational discipline
Apply relevant employment and recruiting policies including EEO and OFCCP where required.
Maintain accurate and complete documentation within the ATS.
Protect candidate data and uphold confidentiality standards.