Talent Acquisition Partner - Power & Energy

Caterpillar•Irving, TX

22h•Onsite

About The Position

Your Work Shapes the World at Caterpillar Inc. When you join Caterpillar, you're joining a global team who cares not just about the work we do – but also about each other. We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here – we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it. About Power & Energy Our Power & Energy segment supports customers in oil and gas, power generation, marine and industrial applications, including Cat® machines. The product and services portfolio include reciprocating engines, generator sets, gas turbines and turbine-related services, the remanufacturing of Caterpillar engines and components and remanufacturing services for other companies, and product support of on-highway vocational trucks for North America. Power & Energy is also developing the advanced power sources of the future and is working on many solutions to help our customers lower their carbon footprint. From drilling for oil to transporting natural gas, and from powering cities to fueling data centers, Caterpillar Power & Energy drives progress across the global energy value chain. Our unmatched portfolio and expertise enable us to deliver reliable solutions for diverse industries and applications. The Opportunity As a Talent Acquisition Partner, you will act as a trusted strategic advisor to leaders across our Electric Power Division (EPD) and Electrification + Energy Solutions (E+ES) businesses, delivering high‑quality, scalable talent solutions across engineering, manufacturing, technology, and commercial functions. You will own the end-to‑end recruitment lifecycle and shape hiring strategies that attract exceptional talent. In this position, you will support the business hiring at all levels, from early talent to senior leaders. As a Talent Acquisition Partner, you will build strong partnerships with stakeholders, understand workforce needs, and deliver proactive, data‑driven solutions that support organizational growth. This role combines hands‑on recruitment expertise with talent market insight, ensuring an outstanding candidate experience while driving efficient, inclusive, and high‑quality hiring outcomes.

Requirements

Relationship Management: ability to establish and maintain healthy working relationships with hiring managers, HR and TA peers. Level Extensive Experience
Partner with hiring managers and HR to align on role expectations, hiring strategy, and process
Maintain consistent communication with stakeholders and candidates on progress, expectations, and outcomes
Build long-term relationships with talent pipelines and key business partners
Influence and guide stakeholders to drive collaborative, efficient hiring decisions
Customer/Market Focus: Understanding of the importance of remaining aware of shifting market priorities and ability to respond to internal and external customer needs in a manner that consistently adds value. Level Working Knowledge
Identify and anticipate hiring manager and candidate needs based on market conditions
Provide insights on talent availability, compensation, and competitive landscape
Ensure recruiting strategies align with business priorities and deliver measurable value
Escalate and address trends impacting hiring effectiveness or candidate experience
Candidate Sourcing: Knowledge of techniques, methods and channels of candidate sourcing; ability to attract, engage, and qualify candidates for immediate job vacancies or as potential long-term job candidates. Able to build pipelines for hard-to-fil skill sets for critical roles within the organization. Level Extensive Experience
Develop and execute multi-channel sourcing strategies (LinkedIn, referrals, market mapping)
Build and maintain proactive pipelines aligned to current and future hiring needs
Craft targeted outreach to engage passive and diverse candidate pools
Continuously optimize sourcing tools, channels, and approaches based on results
Staffing and Recruiting: Ability to identify, select, and relocate qualified candidates, both internally and externally, for a wide range of positions. Demonstrable experience managing end-to-end recruitment and able to partner with hiring managers and wider stakeholders across an organization. Level Extensive Experience
Manage end-to-end recruitment from intake through offer acceptance across multiple roles
Advise hiring managers on selection, interview practices, and decision-making
Solve complex hiring challenges and adjust strategies to meet business needs
Ensure consistent, efficient, and compliant recruiting processes across stakeholders
Workforce Analytics: Knowledge of human resources (HR) and workforce issues and trends; ability to analyze and translate workforce data, information and metrics and apply into actionable insights for business leaders and TA leadership. Level Working Knowledge
Track and analyze key recruiting metrics (pipeline health, time-to-fill, conversion rates)
Provide data-driven insights to hiring managers and HR to guide decisions
Maintain accurate data within ATS and reporting tools
Identify trends and recommend process improvements based on recruiting data

Responsibilities

Lead end‑to‑end recruitment for a broad range of roles, including engineering, technical, digital, manufacturing, and leadership positions.
Develop and execute targeted sourcing strategies using LinkedIn Recruiter and CRM tools for hard‑to‑find skill sets such as power generation, electrification, energy storage, grid solutions, and emerging technologies.
Translate complex technical and business requirements into compelling job narratives to attract top talent.
Manage and influence hiring managers through the full hiring lifecycle, ensuring timely decisions, effective assessments, and strong offer outcomes.
Partner closely with business leaders and HR across EPD and E+ES to understand current and future talent needs aligned to business strategy and growth initiatives.
Provide market intelligence and data‑driven insights on talent availability, compensation trends, and hiring risks to inform decision‑making.
Proactively engage passive talent through direct sourcing and market mapping.
Collaborate with global and regional TA teams to ensure aligned processes, governance, and best practices.
Continuously identify opportunities to improve recruiting efficiency, candidate experience, and quality of hire through process and technology optimization.