Talent Acquisition Partner

Motrex LLC • Alpharetta, GA

8d • Onsite

About The Position

The Talent Acquisition (TA) Partner is a key member of the Motrex recruiting team supporting Stryten Energy and Element Resources. This person will work with hiring managers and Human Resources staff to help attract and hire the best employees into the company. The TA Partner will ensure all phases of the recruiting lifecycle (identification of needs, sourcing, screening, scheduling, interviewing, selection, and onboarding) are executed in an efficient fashion.
This position is located in Alpharetta, GA, and requires you to be on-site daily. This reflects our belief that spending time together in the office helps us build stronger relationships, collaborate more easily, and support each other’s growth and development.

Requirements

• Prior experience as an in-house, corporate recruiter, with demonstrated success with the responsibilities as outlined is required.
• Full lifecycle recruiting experienced required as this person will facilitate the intake meeting, sourcing, screening, scheduling, and candidate closing.
• Must be willing to schedule interviews, make travel arrangements and perform administrative tasks associated with the process.
• Prior experience managing a requisition workload of both hourly (early career, mid-career, individual contributor levels) and salary jobs for manufacturing, industrial, or contact centers.
• Must know how critical an applicant tracking system is to a person’s, team and company’s success and constantly works within the system.
• Process orientation, attention to detail, and familiar with compliance requirements.
• Prior experience recruiting operators, maintenance technicians, and or for varying shift schedules preferred and should transfer well into this environment.
• Occasional overnight travel required

Nice To Haves

• Experience with iCIMS a plus

Responsibilities

• Deliver results. Acting as the single-point-of-contact, facilitate the hiring process for regular full-time and short-term temporary positions. During the first 2-weeks, meet with all hiring managers and determine the status of all open and pending requisitions for the next six-months. Identify which jobs require higher priority and implement a plan of action within 2-days of these intake meetings. Work within the recruiting technology to ensure transparency, timely, and accurate reporting.
• Improve the quality of candidates hired. By helping hiring managers write better job advertisements, by reviewing resumes, and by conducting pre-screening telephone calls with candidates, present the most qualified candidates to advance in the process. Additionally, help develop good interview guides and conduct formal debriefing sessions as needed, driving hiring managers to make good selection decisions.
• Improve hiring manager satisfaction with the process. Hiring Managers will be providing feedback on TA’s ability to clarify process expectations, scheduling interviews, the number and quality of resumes, understanding of the position, frequency of communications, resolving problems, knowledge of the job market and the offer process.
• Projects and Continuous Learning. Performance Plans with Developmental Goals will be established within 30-days on the job. Recruiting-specific projects that will require contributions include: Continuous process review and improvement Reducing time to hire for critical positions Improving and maintaining the corporate careers website Maximizing recruiting technology (applicant tracking systems, onboarding, recruitment advertising, etc) Reviewing the use of assessments in the process Improving the candidate experience Survey collection and response analysis Training co-workers and others within the company Other goals/initiatives as planned

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed