Talent Acquisition Partner

Simpson Strong-Tie•Columbus, OH

2d•$66,600 - $106,600•Hybrid

About The Position

Simpson Strong-Tie is hiring a Talent Acquisition Partner to lead full-cycle recruiting and serve as a trusted advisor to hiring managers across assigned Ohio locations. The role translates business and hiring needs into practical recruiting strategies, builds strong candidate pipelines, and supports consistent, equitable selection practices. Recruiting spans hourly production, warehouse, distribution, skilled-trades, professional, technical, leadership, senior-level, and difficult-to-fill positions. The position primarily supports an assigned region and also partners with Talent Acquisition, Human Resources, and business leaders across North America as business needs require. The Talent Acquisition Partner owns searches from intake through accepted offer, advising hiring managers and HR partners on recruiting strategy, sourcing, candidate assessment, interviewing, selection, and offers. The role uses market insights, recruiting data, candidate feedback, and talent technology to improve hiring outcomes and candidate and hiring-team experiences. It also builds pipelines for anticipated and recurring hiring needs, maintains accurate recruiting records, supports process and technology improvements, and applies applicable employment laws and company policies. This is a full-time hybrid position located in Columbus, Ohio, with domestic travel up to 10%. Relocation is not available. Compensation is $66,600–$106,600 per year. The role operates in a professional office environment and frequently uses standard office equipment. Employees are frequently required to sit, talk, and hear, sometimes walk and stand, and may occasionally push or lift up to 25 pounds. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. The company describes a rewards package that includes competitive compensation, quarterly bonuses or commission, and benefits for eligible full-time employees. Benefits listed include medical, dental and vision coverage, retirement contributions, an employee stock purchase plan, holiday pay, vacation and sick days, employee discounts, employee referral bonuses, charitable contribution matching, and education reimbursement, among others. Job offers are contingent on successful drug screening and criminal background checks in accordance with applicable laws.

Requirements

Bachelor’s degree or an equivalent combination of education and directly relevant experience.
Five or more years of full-cycle recruiting experience, including direct sourcing and independent ownership of searches from intake through accepted offer.
Experience recruiting hourly, professional, and difficult-to-fill roles.
Ability to coach leaders on recruiting and selection practices, influence decisions, appropriately challenge requirements or processes, and partner with hiring managers and HR on upcoming hiring needs.
Ability to develop proactive sourcing strategies, engage passive candidates, and build pipelines.
Strong judgment, communication, and relationship-building skills, with ability to manage competing priorities and keep hiring leaders and candidates informed.
Experience using an applicant tracking system and sourcing tools.
Working knowledge of employment laws and fair, consistent hiring practices.

Nice To Haves

Experience recruiting in manufacturing, distribution, or another multi-site operational environment.
Experience recruiting skilled trades, engineering, sales, operations leadership, or other specialized roles.
Experience using Workday Recruiting, HiredScore, Paradox, LinkedIn Recruiter, Indeed, or comparable recruiting tools.
Experience supporting multiple locations.

Responsibilities

Lead full-cycle recruiting for hourly production, warehouse, distribution, skilled-trades, professional, technical, leadership, senior-level, and difficult-to-fill positions across assigned Ohio locations.
Own searches from intake through accepted offer, including strategy, sourcing, screening, assessment, interview planning, candidate communication, selection support, and offer partnership.
Conduct intake discussions to clarify hiring needs, qualifications, success profiles, target talent, market considerations, interview approach, and timelines.
Develop and execute role-specific sourcing strategies using direct outreach, passive sourcing, recruiting platforms, referrals, networks, schools, community partnerships, hiring events, and talent pipelines.
Advise and influence hiring managers using recruiting expertise, market conditions, pipeline data, and candidate feedback; challenge requirements or process choices that could limit the talent pool or delay hiring.
Assess candidates consistently against documented qualifications, accomplishments, and capabilities; present objective recommendations and facilitate slate reviews and debriefs.
Guide hiring managers in structured, behavior-based, consistent, and equitable interviewing and selection.
Maintain timely and transparent communication with candidates and hiring teams and provide a professional, inclusive candidate experience.
Manage multiple concurrent searches, set expectations, identify risks, and adjust strategies as needed.
Partner with hiring managers and HR partners to support timely decisions, coach on recruiting practices, and balance urgency, quality, candidate experience, and business needs.
Anticipate hiring needs with hiring managers and HR partners, research talent markets, and build pipelines for anticipated, recurring, difficult-to-fill, and business-critical roles.
Identify effective sourcing channels, professional networks, schools, community organizations, and workforce partners for different roles and candidate populations.
Recommend adjustments to role requirements, sourcing strategies, compensation considerations, or timelines based on market insights, sourcing results, and candidate feedback.
Use Workday Recruiting and other available talent technology to manage workflows, strengthen sourcing, maintain accurate data, and improve the hiring experience.
Maintain complete and accurate recruiting records, status updates, disposition information, and documentation in accordance with company practices and applicable requirements.
Use recruiting results to identify delays and improve outcomes; reinforce agreed-upon responsibilities with hiring partners.
Recommend process improvements and support Talent Acquisition projects, process enhancements, and technology adoption.
Apply applicable employment laws, company policies, and equitable hiring practices throughout recruiting and selection.