Talent Acquisition Partner

HindlePower, Inc.•Easton, PA

3d•$68,000 - $83,000•Onsite

About The Position

We do not fill seats. We find the people who will make HindlePower better, and we make sure every candidate, hired or not, comes away thinking well of us. This is a recruiting role first, inside a small human resources team where there is room to do more. If you believe recruiting is a people job before it is a process job, keep reading. HindlePower has been designing and manufacturing industrial battery chargers and DC power systems for the utility industry for over 35 years. Our products serve power generation and distribution, substations, switchgear OEMs, oil and gas, and transportation maintenance facilities. We are the leader in our industry, with customers in all 50 states and around the world. We are seeking our first dedicated Talent Acquisition Partner to own how HindlePower finds and hires people as we grow. This role is responsible for the full recruiting process, from finding candidates through to offer, and for making sure every person who encounters us as an employer experiences the company at its best. You would work alongside a small human resources team and report to the Head of People Operations. This is a build job, not a maintenance job. Recruiting is the largest piece and the immediate need. Employer branding and internal communication come with it, and the role grows from there into training and broader human resources work.

Requirements

Recruiting or talent acquisition experience, ideally for technical, engineering, or skilled manufacturing roles. Generalist human resources experience with hiring as a meaningful part of it counts too, and we welcome it
Experience owning a hiring process start to finish
Comfort in an applicant tracking system, and the discipline to keep the data honest
Interest in the wider human resources function. You do not need experience across all of it, but this role reaches beyond hiring and we want someone who wants that
Genuine warmth. This is a people role first, and the people skills are the job.
Organization and follow-through. You keep candidates moving and you never leave someone waiting.
Clear communication, written and verbal
The ability to represent a people-first culture honestly, because you believe in working that way

Responsibilities

Own the full process from sourcing through offer: posting roles, finding candidates, managing applicant flow, screening, and coordinating interviews
Sit down with department leads before a search starts and figure out what the role actually needs, not just what the last job description said
Keep every candidate moving through a clear, timely, respectful process from first contact to final answer
Own the handoff from accepted offer to first day so people start strong
Be the first person most candidates meet from HindlePower, and make that count
Build relationships with strong people before roles open, so we are rarely starting from zero
Help tell the HindlePower story in the places candidates actually look
Over time, build the university and early-career relationships that bring good engineers to us before they hit the open market
Own our applicant tracking system and keep it clean, current, and complete
Build the recruiting toolkit as we grow: interview guides, screening questions, candidate communications
Turn a well-kept system into insight we can use, where our best hires come from, how long roles take, where candidates drop off
Write and design the content that carries our name, from job postings and careers content to social posts and internal communication
Build relationships in the community, at schools, and in the trades that bring good people to us before we need them
Help plan, track, and run our training and development programs as they grow
Grow into broader human resources work over time, including employee support, onboarding, and the systems behind them