Talent Acquisition Specialist

HUNTER COMMUNICATIONS•Central Point, OR

just now•Hybrid

About The Position

The Talent Acquisition/Human Resources Specialist is responsible for recruiting and onboarding top talent while partnering collaboratively with employees, managers, leadership, and the broader community. This role ensures a fair, equitable, and compliant hiring process in alignment with federal, state, and local laws, as well as company policies and procedures. As a member of the Hunter Communications Human Resources team, the Specialist works closely with department heads and supervisors to manage the full recruitment and onboarding lifecycle for applicants, candidates, and new hires, while helping strengthen Hunter’s presence and reputation within the communities we serve. We’re looking for somebody who is organized, disciplined, and determined. Somebody who enjoys interacting with the people and wants to highlight the opportunities Hunter Communications has to offer.

Requirements

Minimum of 4 years of recruiting or human resources support experience in a fast-paced company.
Excellent interpersonal skills with the ability to manage sensitive and confidential situations with tact, professionalism, and diplomacy.
Highly organized with keen attention to detail. Works well under pressure and adheres to deadlines.
Ability to accurately follow instructions – seeks guidance and clarification when needed.
Competent in Google suite, email, and experience working in an HRIS program.

Responsibilities

Serves as a primary point of contact for hiring managers in all areas of recruitment, including job postings, applicant tracking, interview coordination, and offer processes.
Partners with leadership to develop recruiting strategies, ensure clarity and consistency in hiring and onboarding, drive efficiency, and acquire top talent.
Manages job requisitions by posting opportunities, maintaining accurate job descriptions and candidate records, and ensuring all applicant activity complies with company policies and Federal, State, and Local laws.
Identifies hiring challenges and develops creative sourcing strategies to attract and retain strong candidates across the telecommunications industry. Builds and maintains talent pipelines through proactive relationship-building with candidates, community members, schools, institutions, and industry networks.
Develops and maintains a “ready now” internal talent pipeline by partnering with leadership to identify high-potential employees, support succession planning efforts, and promote internal mobility opportunities.
Supports the coordination and administration of leadership development initiatives and required leadership training programs to strengthen internal talent and future leaders.
Represents the company at community hiring events, job fairs, and workforce development initiatives to strengthen Hunter’s employer brand and attract qualified applicants.
Screens and assesses candidate qualifications, conducts phone interviews, and recommends qualified candidates to hiring managers. Maintains strong rapport with internal and external candidates through proactive communication and efficient process management.
Conducts or coordinates background checks, employment eligibility verification, and assists with gathering required CDL/DOT documentation for applicable roles.
Generates offer letters, manages the onboarding process, facilitates new hire orientation, and ensures completion of required training and job description acknowledgments. Oversees adding eligible drivers to company insurance.
Conducts 30, 60, and 90 day new hire check-ins to support engagement, performance alignment, and successful integration into the organization.
Plans, organizes, and supports assigned recruitment and onboarding events or HR-related projects within established timeframes and quality standards.
Maintains strict confidentiality of employee and candidate information, ensuring compliance with all legal and corporate standards.
Researches, prepares, and provides reports or summary information as requested by the Human Resources Director or leadership team.
Provides backup support for payroll processing and general HR duties as needed to ensure continuity of Human Resources operations.
Serves as a positive and effective role model, demonstrating professionalism, technical expertise, accuracy, and a high standard of excellence in all areas of responsibility.