Talent Operations Partner

MARYLAND ENERGY ADVISORS• US,

2d•$80,000 - $90,000•Remote

About The Position

The Talent Operations Partner owns MDEA’s recruiting and onboarding process, from candidate sourcing through completed onboarding. This role builds in-house recruiting capacity, maintains accurate and compliant records, and provides candidates and hiring managers with a consistent point of contact. The successful candidate will manage daily execution independently while improving the systems behind the work. Hiring volume varies throughout the year, with heavier and lighter recruiting seasons. This person will partner with the VP of HR to prioritize hiring and onboarding during peak periods and advance sourcing pipelines, file audits, and process improvements during lighter periods.

Requirements

Four or more years of full-cycle recruiting, talent acquisition, or talent operations experience.
Experience independently managing recruiting from candidate sourcing through accepted offer.
Demonstrated success sourcing passive candidates for professional or technical roles.
Experience managing multiple requisitions and priorities with limited supervision.
Working knowledge of recruiting documentation, I-9 coordination, employee records, and applicable hiring practices.
Experience using an applicant tracking system and maintaining accurate, timely records.
Clear written and verbal communication with candidates, hiring managers, and senior leaders.
Sound judgment when handling confidential information and sensitive candidate matters.
Bachelor’s degree or an equivalent combination of education and relevant experience.
Current residency in Washington, DC, Maryland, or Virginia.

Nice To Haves

Energy industry experience, particularly sourcing and hiring energy professionals and engineers, is strongly preferred.
Experience with ADP Workforce Now Recruiting and Onboarding.
Corporate recruiting experience in a growing, multi-state, or professional services organization.
Experience with LinkedIn Recruiter, advanced sourcing techniques, and talent mapping.
Experience supporting background checks, employment verifications, I-9s, and employee file audits.
Experience building recruiting dashboards or using data to manage requisition aging and pipeline health.
Experience with Microsoft 365, SharePoint Lists, Power Automate, or similar workflow tools.
Experience improving recruiting or onboarding processes during organizational growth.

Responsibilities

Manage approved requisitions from posting through accepted offer.
Develop sourcing plans for professional, technical, engineering, and hard-to-fill positions.
Identify and engage passive candidates through LinkedIn, professional networks, referrals, and targeted research.
Conduct recruiter screens and prepare clear candidate recommendations for hiring managers.
Maintain accurate requisition and candidate stages in ADP, including notes, outcomes, and disposition reasons.
Coordinate interviews, candidate communications, feedback follow-up, and offer activity.
Provide hiring managers with timely pipeline updates and escalate stalled decisions or aging requisitions.
Coordinate approved outside recruiting partners when specialized support is required.
Coordinate approved offers, background checks, drug screens, and employment verification follow-up.
Obtain required approvals before communicating offers or compensation changes.
Escalate screening concerns and process exceptions to the VP of HR.
Launch and monitor ADP onboarding, I-9 requirements, and required new-hire documentation.
Maintain the onboarding tracker, follow up with task owners, and confirm first-day readiness.
Coordinate equipment and access handoffs with Operations and IT, which retain ownership of those functions.
Create, maintain, and audit recruiting and employee files according to MDEA requirements.
Apply consistent recruiting documentation, record retention, and candidate disposition practices.
Track recruiting activity, requisition aging, sourcing progress, onboarding completion, and file accuracy.
Document workflows and recommend practical process improvements based on recurring issues and data.