Talent Acquisition Partner - Power & Energy

Caterpillar Inc.•Mossville, IL

1d•$89,210 - $133,810•Onsite

About The Position

As a Talent Acquisition Partner, you will support hiring across our Electric Power Division (EPD) and Electrification + Energy Solutions (E+ES) businesses, helping attract and hire talent across engineering, manufacturing, technology, and commercial functions. You will manage the full recruitment lifecycle for assigned positions, partnering with hiring managers to understand role requirements, identify qualified candidates, and facilitate an efficient hiring process. In this role, you will support recruitment efforts across a variety of levels, from early career talent to experienced professionals. As a Talent Acquisition Partner, you will build strong working relationships with hiring managers, candidates, and HR partners while delivering a positive candidate experience. You will leverage sourcing tools, recruitment best practices, and talent market information to help fill positions effectively and support business hiring needs. This position combines hands-on recruiting, candidate engagement, and stakeholder collaboration to drive timely and high-quality hiring outcomes.

Requirements

Working knowledge of relationship management techniques, and the ability to establish and maintain healthy working relationships with hiring managers, HR and TA peers.
Working knowledge of 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.
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.
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.
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.
5 days a week in office.

Responsibilities

Counsel and advise hiring managers regarding recruiting strategies and practices that support the goals and direction of the organization; leverage data to drive decision-making.
Recruit, interview, check references, make offers, and communicate orientation and start date plans for new employees.
Utilize applicant tracking systems (ATS), Candidate Relationship Management (CRM) tools, and industry-leading sourcing technologies to deliver the most qualified candidates for current roles and build strong candidate pipelines for future roles.
Develop plans for sourcing appropriate and diverse candidates, conduct the interview process, and extend offers to selected candidates while maintaining a low cost per hire.
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.
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.
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.
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.
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.