Talent Acquisition Partner

Milwaukee Electronics • Canby, OR

9d • Onsite

About The Position

The Talent Acquisition Partner (TAP) plays a key role in bringing the right talent to Milwaukee Electronics. Responsible for full-cycle recruiting across our Milwaukee, Wisconsin and Canby, Oregon locations, this role partners closely with hiring managers and HR to understand workforce needs, develop effective recruiting strategies, and drive hiring forward. The TAP takes an active approach to sourcing and engaging candidates, brings market insight and recruiting expertise to hiring decisions, and creates a positive candidate experience from first contact through hire. While talent acquisition is the primary focus, this hands-on role also contributes to onboarding, employee communications, company events, reporting, special projects, and other HR priorities.

Requirements

• Associate’s or Bachelor’s degree in Human Resources, Business Administration, Business Management, or a related field with at least three years of full-cycle recruiting experience; or a high school diploma or equivalent with at least five years of full-cycle recruiting experience.
• Experience sourcing candidates through LinkedIn Recruiter, Indeed, referrals, networking, direct outreach, and similar channels.
• Genuine interest in candidate engagement and comfort conducting frequent phone screens, interviews, and recruiting conversations throughout the workday.
• Strong communication and customer service skills with the ability to build effective relationships with candidates, employees, hiring managers, and business leaders.
• Strong organization and time-management skills with the ability to manage multiple open positions, priorities, deadlines, and follow-up requirements.
• Ability to understand business and departmental needs, ask thoughtful questions, and translate feedback into practical recruiting actions.
• Ability to work independently, adapt to changing priorities, use sound judgment, solve problems, negotiate offers, and maintain confidentiality.
• Experience using an applicant tracking system; UKG Pro Recruiting experience is a plus.
• Proficiency with Microsoft 365, including Outlook, Word, Excel, and PowerPoint.
• Team-oriented and willing to contribute beyond recruiting when needed to support broader HR and business priorities.
• Ability to work onsite at the Canby, Oregon facility Monday through Friday.
• Verification that the candidate is a U.S. person (i.e., U.S. citizen, U.S. nationals, lawful permanent resident, or individual granted asylum/refugee status in the U.S.) or can otherwise satisfy ITAR compliance requirements.
• Must present acceptable proof of identity and current authorization to work in the U.S., as required on Form I-9.

Nice To Haves

• Experience recruiting for a combination of high-volume hourly, manufacturing, technical, engineering, professional, and/or leadership positions.
• Recruiting experience within a manufacturing, production, or distribution environment.
• Experience supporting recruiting across multiple locations.
• Familiarity with structured or competency-based interview practices.
• Familiarity with Affirmative Action Program (AAP) metrics, outreach, reporting, and recordkeeping.
• Familiarity with EEOC and OFCCP recruiting, applicant-tracking, and recordkeeping requirements.

Responsibilities

• Partner with hiring managers and business leaders to understand staffing needs, clarify position requirements, and establish hiring timelines and selection criteria.
• Lead requisition intake discussions and determine appropriate recruiting and sourcing strategies based on the needs of each position.
• Provide insight on labor-market conditions, talent availability, candidate expectations, and competitive compensation.
• Proactively identify recruiting challenges, recommend practical solutions, and partner with hiring managers to remove barriers and keep hiring decisions moving forward.
• Proactively source and engage qualified candidates through LinkedIn, job boards, employee referrals, educational institutions, community partnerships, networking events, and other appropriate channels.
• Develop clear, engaging job postings that accurately reflect position requirements and the company’s employer brand.
• Build and maintain talent pipelines for recurring, specialized, and hard-to-fill positions.
• Represent the company at hiring events, career fairs, and other recruiting activities.
• Review applications and resumes and conduct structured phone screens and interviews to evaluate candidates against job-related qualifications and position requirements.
• Coordinate interviews and ensure candidates and interview teams have clear expectations and necessary information.
• Participate in interviews and provide thoughtful, job-related feedback to support hiring decisions.
• Coordinate established assessments or testing when required.
• Drive timely follow-up with hiring teams to gather feedback, determine next steps, and maintain momentum throughout the hiring process.
• Serve as a primary point of contact for candidates and maintain clear, timely communication throughout the recruiting process.
• Provide professional, respectful, and engaging candidate experience regardless of hiring outcome.
• Manage the offer process from approval through acceptance, including offer preparation, presentation, and compensation discussions within established guidelines.
• Coordinate pre-employment requirements and maintain proactive communication with new hires through their first day.
• Partners across HR, HRIS, Payroll, Benefits, Training, and other teams to ensure onboarding activities are completed accurately and on time.
• Work closely with hiring managers to ensure they are prepared to welcome, integrate, and set new employees up for success.
• Conduct scheduled new-hire check-ins during the introductory period to understand the employee experience, identify concerns early, and connect employees with appropriate resources.
• Gather feedback from new employees and hiring managers to identify recurring onboarding gaps and recommend improvements.
• Document and communicate concerns and promptly escalate matters requiring additional HR or leadership support.
• Promote the company’s employer brand through candidate communications, job postings, recruiting events, and community engagement.
• Build partnerships with educational institutions, workforce organizations, and community groups to strengthen talent pipelines and reach diverse candidate populations.
• Support the company’s Affirmative Action Program (AAP) and Equal Employment Opportunity (EEO) commitments through consistent and inclusive recruiting and outreach practices.
• Maintain complete and accurate candidate, requisition, interview, offer, and disposition records in the applicant tracking system.
• Track key recruiting metrics, including requisition aging, time-to-fill, candidate flow, source effectiveness, and offer acceptance.
• Use recruiting data and trends to identify opportunities, recommend improvements, and support recruiting decisions.
• Provide regular recruiting updates to hiring managers, business leaders, and HR leadership, including progress, challenges, and recommended next steps.
• Follow applicable employment laws, EEO requirements, affirmative action obligations, recordkeeping standards, and company policies.
• Maintain the confidentiality of candidate and employee information.
• Support HR projects, employee communications, company events, reporting, and other initiatives based on business needs.

Benefits

• The company offers a hands-on, employee-focused culture where leaders are accessible, and employees are encouraged to ask questions, communicate openly, take ownership, and help each other.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: Associate degree