Talent Acquisition Partner

Commercial Vehicle Group, Inc.•New Albany, OH

About The Position

The Talent Acquisition Partner plays a key role in delivering consistent, high-quality hiring outcomes across our manufacturing and commercial teams. This role partners closely with plant leadership, commercial leaders, and HR to build and continuously improve recruiting processes that support operational stability and business growth. This position is designed for a recruiter with the experience and confidence to build standards, improve interviews, and raise the quality of hiring—not a transactional or agency-style recruiter focused only on volume and speed. If you’re motivated by ownership, process improvement, and making hiring work better for the business, this role offers the opportunity to make a real impact.

Requirements

Demonstrated experience designing, improving, and enforcing recruiting processes and standards across multiple stakeholders.
Proven experience leading structured interview and assessment practices rather than relying on informal or ad-hoc interviewing.
Hands-on experience using an applicant tracking system, with strong preference for Workday Recruiting.
Strong understanding of manufacturing operations, workforce dynamics, and operational hiring challenges.
Demonstrated ability to influence operations-focused leaders, set boundaries, and drive adoption of standard practices.
Experience recruiting salaried roles across multiple job families with limited reliance on third-party agencies.
Five to seven years of in-house recruiting experience in manufacturing, industrial, or B2B commercial environments.

Nice To Haves

Builder mindset with a preference for creating durable recruiting systems rather than transactional execution.
Strong process design and documentation capability with attention to detail and usability.
Systems-oriented thinker who understands how tools, data, and workflows enable better hiring decisions.
Comfortable coaching, challenging, and influencing hiring managers and senior leaders.
Data-informed decision-maker who balances metrics with operational realities.
Highly organized with strong execution discipline and follow-through.
Clear, direct communicator who builds credibility with both HR and operational leadership.

Responsibilities

Lead full-cycle, in-house recruiting for salaried corporate, operations, engineering, supply chain, quality, and commercial roles, with accountability for hiring quality, consistency, and outcomes—not just speed or volume.
Own the recruiting relationship with assigned plants and functional leaders, acting as a long-term partner rather than a short-term requisition fulfiller.
Partner with plant leaders, commercial leaders, and HR to translate workforce needs into clear role definitions, hiring priorities, and realistic timelines, pushing back when scope or expectations are unclear.
Design, document, and continuously improve recruiting processes, ensuring consistency across sites and functions while remaining practical for operations-focused leaders.
Develop and standardize recruiting tools including intake frameworks, hiring manager guides, recruiter playbooks, interview standards, assessment criteria, and selection workflows.
Own the design and improvement of interview and assessment practices, including defining role-specific competencies, structured interview approaches, and evaluation standards.
Coach hiring managers and interviewers on effective interviewing, candidate evaluation, decision-making, and expectations, improving hiring quality and reducing mis-hires.
Identify and implement system improvements that simplify recruiter and hiring manager experience and better support disciplined recruiting practices.
Ensure consistent and effective use of Workday Recruiting across sites and functions, improving data quality, compliance, and reporting reliability.
Build and maintain proactive talent pipelines for recurring and hard-to-fill roles using direct sourcing, referrals, industry networks, and selective external partners when appropriate.
Coordinate with third-party recruiting agencies when needed, including defining scope, role requirements, and expectations.
Ensure external recruiters operate within established recruiting processes, interview standards, and candidate experience guidelines.
Analyze recruiting data and qualitative feedback to identify trends, risks, and opportunities for improvement, moving beyond activity metrics to insights on hiring quality and decision effectiveness.
Provide clear insights and recommendations to HR and business leaders regarding recruiting effectiveness, risks, and improvement opportunities.
Deliver a professional, consistent candidate experience aligned with a manufacturing and B2B employer brand.
Ensure recruiting activities comply with employment laws, internal policies, and audit requirements.