Talent Acquisition Partner

Simpson Strong-Tie•Columbus, OH

5d•Hybrid

About The Position

Simpson Strong-Tie is seeking a Talent Acquisition Partner to lead full-cycle recruiting and advise hiring managers across assigned Ohio locations. The role translates hiring needs into practical recruiting strategies, builds candidate pipelines, and promotes consistent, equitable selection practices. Recruiting spans hourly production, warehouse, distribution, skilled-trades, professional, technical, leadership, senior-level, and hard-to-fill positions. The partner uses market insights, recruiting data, technology, and stakeholder relationships to improve hiring outcomes and candidate and hiring-team experiences. The position primarily supports an assigned region and may partner with Talent Acquisition, Human Resources, and business leaders across North America as business needs require. The role owns searches from intake through accepted offer, including sourcing, screening, assessment, interview planning, candidate communication, selection support, and offer partnership. It also develops talent pipelines and market insights, uses recruiting technology, maintains accurate records, supports process improvements, and applies relevant employment laws and company policies. This is a full-time hybrid position located in Columbus, Ohio. Employees must work in the office at least two days per week; remaining days are eligible for remote work. Domestic travel of up to 10% is required. Relocation is not available. Compensation is $66,600–$100,000 per year.

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 to prepare for upcoming hiring needs.
Ability to develop proactive sourcing strategies, engage passive candidates, and build pipelines.
Strong judgment, communication, and relationship-building skills, including the 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.
Ability to travel domestically up to 10% of the time.
Ability to meet the stated physical requirements, including frequent sitting, talking, and hearing; occasional walking and standing; and occasional pushing or lifting up to 25 pounds.

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 recruiting strategy, sourcing, screening, assessment, interview planning, candidate communication, selection support, and offer partnership.
Conduct intake discussions to clarify business needs, qualifications, success profiles, target talent, market considerations, interview approach, and hiring timelines.
Develop and execute role-specific sourcing strategies using direct outreach, passive sourcing, recruiting platforms, referrals, professional 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 unclear requirements, assumptions, timelines, selection criteria, compensation alignment, or process steps when appropriate.
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 practices.
Maintain timely, transparent communication with candidates and hiring teams and provide a professional, inclusive candidate experience.
Manage concurrent searches, set expectations, identify risks, and adjust recruiting strategies as results or market conditions change.
Partner with hiring managers and HR partners to drive timely decisions, coach on recruiting and selection practices, and balance hiring urgency, candidate quality, 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 positions.
Identify effective sourcing approaches, channels, 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 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, improve outcomes, and 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.