Talent Acquisition Team Lead

Healthcare Linen Services Group•Rochester, MN

7h•$50,000 - $65,000

About The Position

Healthcare Linen Services Group (HLSG) provides healthcare linen management services and operates processing plants across the Midwest, Central, and South-Central United States. The Lead Talent Acquisition Partner is a full-cycle, high-volume recruiter responsible for filling entry-level production roles across assigned plants and shifts. The role is accountable for approximately seven hires per week, or roughly 30 per month, and focuses on recruiting for reliability, shift availability, and ability to meet the physical demands of the work rather than prior experience. The position partners with plant managers and site HR to translate staffing plans into filled shifts and to build a measurable in-house recruiting model that reduces reliance on third-party agencies and temporary staffing. The LTAP also oversees a small team of other Talent Acquisition Partners. Reporting to the Director of Talent Acquisition, the role manages recruiting from job posting and sourcing through screening, interviews, offers, pre-employment screening, and confirmed start dates. It builds candidate pipelines, supports hiring events and community partnerships, maintains accurate applicant tracking system records, tracks funnel performance, and ensures a timely, positive candidate experience. The position also supports plant expansions, new customer start-ups, and acquisition integrations as assigned, while following recruiting procedures and applicable employment laws.

Requirements

At least 2 years of recruiting experience, including high-volume hiring for entry-level hourly roles in manufacturing, production, distribution, warehousing, or a comparable industrial or service environment.
Demonstrated ability to carry a high requisition load and consistently meet weekly or monthly hiring targets.
Hands-on proficiency with applicant tracking systems, text recruiting tools, job boards, and Microsoft Office, including Excel.
Strong communication and organizational skills, including the ability to manage many candidates at once and hold hiring managers to timelines.
Sense of urgency and comfort working in a fast-paced, metrics-driven environment.
Travel flexibility to support plants, hiring events, and start-ups within the assigned region; estimated travel is 25%.
Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent recruiting experience.

Nice To Haves

Bilingual in English and Spanish.
Experience building hiring partnerships with workforce development programs, community organizations, or second chance employment initiatives.
Experience transitioning hiring from third-party agencies to an in-house model or converting temporary workers to direct hires.
Experience planning and running hiring events and on-site interview days.
HR or talent acquisition certification, such as SHRM-CP, PHR, AIRS, or LinkedIn Certified Professional–Recruiter.
Experience recruiting across multiple sites, brands, or newly acquired locations.

Responsibilities

Manage an assigned requisition load of production roles across plants and shifts, targeting approximately seven hires per week.
Manage the full recruiting cycle, including posting, sourcing, screening, interview and tour scheduling, offers, pre-employment screening, and start dates within established service-level agreements.
Contact applicants promptly and move candidates efficiently through application, screening, interview, and offer stages.
Conduct structured phone screens covering shift availability, transportation, and job fit, and accurately explain the work environment, schedule, pay, and physical demands.
Coordinate interviews and plant tours with hiring managers and organize on-site interview days and same-day offer events where appropriate.
Extend offers within approved guidelines, manage offer acceptance through background and drug screening, and confirm start dates with candidates and plant leadership.
Recruit for reliability, attendance, and willingness to learn, including candidates without prior experience.
Build and maintain evergreen pipelines for recurring production roles, including second shift, third shift, weekend, and seasonal staffing.
Source candidates through job boards, text recruiting, social channels, ATS candidate rediscovery, employee referrals, and direct outreach.
Plan and staff hiring events, job fairs, and community partnerships with workforce boards, community and faith-based organizations, adult education and ESL programs, and other local partners.
Promote the employee referral program with plant employees and supervisors and support bilingual and Spanish-language applicant flow where local demographics warrant.
Serve as the primary recruiting contact for plant managers, supervisors, and site HR in assigned locations.
Lead requisition intake conversations to confirm department, shift, pay, physical requirements, and interview process.
Participate in staffing calls covering open roles, pipeline status, upcoming starts, and attrition risks.
Hold hiring managers to interview and feedback timelines, coach them on structured interviewing and consistent selection criteria, and escalate delays or process issues to the Director of Talent Acquisition.
Partner with HR and Operations on the handoff from accepted offer to first day worked to reduce no-shows and early fallout.
Maintain accurate, real-time candidate records in the applicant tracking system and timely disposition every applicant.
Track and report funnel metrics, including applicants, screens, interviews, offers, acceptances, starts, no-shows, time-to-fill, and 30-day retention, against weekly hiring goals.
Identify candidate drop-off points and recommend changes to postings, screening, scheduling, or sourcing.
Provide feedback on source-of-hire and channel effectiveness to help direct advertising spend.
Write and refresh job postings for clarity, search visibility, and shift and pay transparency, following HLSG standards.
Communicate promptly and professionally with candidates at each stage, including closing the loop with candidates who are not selected or decline.
Represent HLSG and its regional brands positively in candidate interactions, hiring events, and community outreach.
Fill positions in-house that have historically been routed to third-party agencies or temporary staffing vendors.
Follow the documented recruiting playbook and service-level agreements and identify process gaps or improvements for the Director's review.
Support plant expansions, new customer start-ups, and acquisition integrations with focused recruiting efforts as assigned.
Ensure recruiting activity complies with applicable employment laws and requirements, including EEO, record-keeping, FCRA background screening, drug screening, and I-9 and work authorization requirements.
Apply consistent, documented selection standards and maintain confidentiality and data security.
Oversee a small team of other Talent Acquisition Partners.