Talent Acquisition Partner

Healthcare Linen Services Group•St. Charles, IL

12h•$68,000 - $75,000•Hybrid

About The Position

We are a leading provider of mission-critical support services to the healthcare industry, operating processing plants across multiple regions of the United States. Healthcare Linen Services Group has grown rapidly through both organic expansion and acquisition, and that growth depends on one capability above all others: the ability to staff plants and routes faster, better, and more cost-effectively than the market. The Talent Acquisition Partner (TAP) is a full-cycle, high-volume recruiter and the front line of the Company’s in-house talent acquisition model. Reporting to the Director of Talent Acquisition, the TAP owns an assigned requisition load of entry-level production positions across assigned plants and shifts and is accountable for delivering approximately seven (7) hires per week—roughly 30 per month—in sorting, processing, finishing, and other production roles. These positions require no prior experience, so the TAP recruits for reliability, shift availability, and the ability to meet the physical demands of the work. The TAP partners directly with plant managers and site HR to convert staffing plans into filled shifts, moves candidates from application to first day worked with speed and consistency, and helps replace the Company’s reliance on third-party agencies and temporary staffing with a disciplined, measurable in-house process. The Company is rebuilding how it hires, and this role is where that work shows up in the plants every week. The Talent Acquisition Partner will be part of the team that proves the in-house model works—using a defined funnel, clear service levels, and real data rather than guesswork. In a high-volume production environment, every hire directly affects plant throughput, overtime, and service to hospitals and healthcare customers. The Company has been repeatedly recognized for its workplace culture, and the TAP is often the first impression a candidate has of that culture.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; equivalent recruiting experience will be considered.
2+ years of recruiting experience, including high-volume hiring for entry-level hourly roles in manufacturing, production, distribution, warehousing, or a comparable industrial or service environment.
Demonstrated track record of carrying a high requisition load and consistently meeting weekly or monthly hiring targets.
Hands-on proficiency with applicant tracking systems, text recruiting tools, job boards, and Microsoft Office (including Excel).
Strong communication and organizational skills, with the ability to manage many candidates at once and hold hiring managers to timelines.
A sense of urgency and comfort working in a fast-paced, metrics-driven environment.
Travel flexibility to support plants, hiring events, and start-ups within assigned region (estimated 25%).

Nice To Haves

Bilingual in English and Spanish.
Experience building hiring partnerships with workforce development programs, community organizations, or second-chance employment initiatives.
Experience transitioning hiring from third-party agencies to an in-house model, or converting temporary workers to direct hires.
Experience planning and running hiring events and on-site interview days.
Certification in HR or talent acquisition (e.g., SHRM-CP, aPHR, AIRS, or LinkedIn Certified Professional–Recruiter).
Experience recruiting across multiple sites, brands, or newly acquired locations.

Responsibilities

Own an assigned requisition load of production roles across plants and shifts, consistently delivering approximately seven (7) hires per week against plant staffing plans.
Manage the full recruiting cycle—posting, sourcing, screening, interview and tour scheduling, offer, pre-employment screening, and start date—within established service-level agreements.
Make first contact with applicants quickly and keep candidates moving; minimize the time between application, screen, interview, and offer.
Conduct structured phone screens that assess shift availability, transportation, and fit, and give candidates an accurate preview of the work environment, schedule, pay, and physical demands before they accept.
Coordinate interviews and plant tours with hiring managers, and organize on-site interview days and same-day offer events where appropriate.
Extend offers within approved guidelines, manage acceptance through background and drug screening, and confirm start dates with candidates and plant leadership.
Recruit for attendance, reliability, and willingness to learn rather than prior experience, opening production roles to first-time workers, career changers, and candidates re-entering the workforce.
Build and maintain evergreen pipelines for continuously recurring production roles so that second shift, third shift, weekend, and seasonal staffing is proactive rather than reactive.
Source candidates through job boards, text recruiting, social channels, ATS candidate rediscovery, employee referrals, and direct outreach.
Plan and staff hiring events, job fairs, and community partnerships, including workforce boards, community and faith-based organizations, adult education and ESL programs, and other local partners in plant communities.
Promote the employee referral program with plant employees and supervisors as a primary, low-cost sourcing channel.
Support bilingual and Spanish-language applicant flow where local market demographics warrant.
Serve as the primary recruiting contact for plant managers, supervisors, and site HR within assigned locations.
Lead intake conversations for new requisitions to confirm department, shift, pay, physical requirements, and interview process before posting.
Participate in regular staffing calls covering open positions by plant and shift, pipeline status, upcoming starts, and attrition risks.
Hold hiring managers to interview and feedback timelines, coach on structured interviewing and consistent selection criteria, and escalate delays or process issues to the Director of Talent Acquisition.
Partner with HR and Operations on the handoff from offer accepted to first day worked to reduce no-shows and early fallout at onboarding and orientation.
Maintain accurate, real-time candidate records in the applicant tracking system, including timely disposition of every applicant.
Track and report personal funnel performance: applicants, screens, interviews, offers, acceptances, starts, no-shows, time-to-fill, and 30-day retention, measured against weekly hiring goals.
Identify where candidates drop off in the funnel and recommend adjustments to postings, screening, scheduling, or sourcing.
Provide feedback on source-of-hire and channel effectiveness to help direct advertising spend toward what actually produces hires.
Write and refresh job postings for clarity, search visibility, and shift and pay transparency, following Company standards.
Communicate promptly and professionally with candidates at every stage, including closing the loop with non-selected and declined candidates.
Represent the Company positively in every candidate interaction, hiring event, and community touchpoint.