Talent Acquisition Coordinator

POSITION OBJECTIVE

The Talent Acquisition Coordinator leads full-cycle recruiting for hourly and salaried positions in a fast-paced automotive fastener manufacturing environment. The role is the primary recruiting resource for temporary-to-hire and direct-hire staffing and supports candidate sourcing & selection, onboarding, employee retention, training coordination, employee engagement, and related Human Resources initiatives.

This position is accountable for building sustainable talent pipelines, improving recruiting speed and quality, reducing reliance on external staffing agencies, maintaining accurate recruiting data, and providing hiring managers with practical guidance on fair, consistent, and compliant selection practices.

REPORTING STRUCTURE AND ORGANIZATIONAL SCOPE

The Talent Acquisition Coordinator reports to the Director, Human Resources and partners closely with operational leaders, hiring managers, staffing partners, community organizations, vocational schools, candidates, and members of the Human Resources team.

• Full-cycle recruiting for hourly, skilled trades, technical, administrative, and leadership positions. Director of Human Resources will support higher level salaried and executive recruiting.
• Manage temporary-to-hire and direct-hire staffing strategies. Develop sourcing strategy to move away from temporary-to-hire model to an in-house recruiting approach.
• Candidate sourcing, screening, interviewing, selection, offers, pre-employment steps, and onboarding & orientation coordination.
• Recruiting systems, candidate records, metrics, reporting, and process improvement.
• Hiring manager training and coaching on interviewing and compliant selection practices.
• Employer branding, community outreach, job fairs, school partnerships, and referral programs.
• HR Generalist support including training, engagement activities, audits, and general administration.

ESSENTIAL FUNCTIONS

Talent Acquisition and Recruiting

• Manage full-cycle recruitment for hourly, skilled trades, technical, administrative roles. Provide recruiting support as needed for leadership & executive level positions.
• Develop and execute sourcing strategies that expand direct recruiting capability and reduce unnecessary reliance on temporary-to-hire staffing.
• Build and maintain talent pipelines for critical, recurring, and high-volume manufacturing positions.
• Screen applicants, conduct interviews, coordinate hiring manager interviews, facilitate candidate evaluation, and support selection decisions.
• Manage offer processes, pre-employment screenings, onboarding activities, and the coordination and hosting of new-hire orientations.
• Use social media, professional networks, employee referrals, direct sourcing, job fairs, community events, and vocational-school partnerships to identify candidates.

Recruiting Operations, Analytics, and Continuous Improvement

• Maintain accurate and timely recruiting activity and candidate records in applicant tracking and HRIS platforms.
• Develop and maintain a weekly recruiting scorecard for site leadership summarizing; requisition aging, candidate progression through application, interview, offer, onboarding, hire; agency spend, source effectiveness, new hire 30 & 90 day retention.
• Evaluate recruiting funnel performance and recommend improvements to application, screening, interview, selection, and onboarding processes.
• Drive continuous improvement and practical optimization of applicant tracking technologies and recruiting workflows.
• Maintain consistent communication with candidates and hiring managers throughout the recruiting process.

Hiring Manager Partnership and Compliance

• Partner with hiring managers and HR department to define position requirements, selection criteria, sourcing plans, interview steps, and decision timing.
• Train and coach hiring managers on interviewing techniques, behavioral interviewing, legal and regulatory hiring requirements, candidate evaluation methods, documentation, and fair and consistent hiring decisions.
• Promote structured interviews and job-related selection criteria.

Human Resources Generalist Support

• Assist with HR department initiatives to expand broader HR experience through - performance management, training coordination, engagement activities & recognition, and retention initiatives. Talent Acquisition & Recruiting initiatives will have priority to expanded Generalist support.
• Support maintenance of employee records, audits, reporting, and HR administrative processes.
• Protect confidential employee, candidate, and organizational information.

REQUIRED QUALIFICATIONS

1. Recruiting experience: Three to five years of recruiting experience, preferably in manufacturing, automotive, industrial, or distribution environments.

2. Breadth of recruiting capability: Demonstrated success recruiting temporary-to-hire and direct-hire talent across skilled hourly manufacturing and leadership positions.

3. Recruiting systems and sourcing tools: Experience using applicant tracking systems, HRIS platforms, LinkedIn, Indeed, and other sourcing channels.

4. Compliance knowledge: Strong understanding of employment laws, recruiting best practices, documentation requirements, and fair and consistent selection practices.

5. Execution and analytics: Ability to manage multiple requisitions and priorities while tracking recruiting metrics, return on investment, and process performance.

6. Communication and partnership: Strong communication, organization, relationship-building, coaching, and customer-service skills.

7. Technology proficiency: Proficiency with Microsoft Office, including Excel and PowerPoint.

PREFERRED QUALIFICATIONS

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Manufacturing industry experience.
• Experience reducing staffing-agency reliance through direct sourcing strategies.
• Knowledge of workforce planning and labor-market trends.

CRITICAL ROLE CAPABILITIES

Drives Recruiting Execution - Converts workforce needs into clear sourcing, screening, interview, selection, offer, and start-date actions; maintains urgency and follows through.

Builds Talent Pipelines - Creates repeatable sourcing channels and candidate relationships for recurring and difficult-to-fill roles.

Partners with Hiring Managers - Clarifies requirements, sets expectations, improves interview quality, and supports timely, job-related selection decisions.

Uses Data to Improve Results - Maintains accurate data, identifies funnel patterns, and recommends practical improvements based on recruiting metrics.

Communicates with Clarity - Provides timely, professional communication to candidates, hiring managers, vendors, and HR leadership.

Improves Processes - Identifies unnecessary delays, duplication, cost, or candidate friction and implements sustainable improvements.

Demonstrates Confidentiality and Accountability - Protects sensitive information, acts professionally, and takes ownership for commitments and results.

WORK ENVIRONMENT AND PHYSICAL DEMANDS

The role operates primarily in an office and manufacturing-facility environment and may require regular interaction with employees, candidates, visitors, and operational leaders. The employee must follow all applicable facility safety rules and required personal protective equipment practices when entering production areas.

The position may require sitting, standing, walking, using stairs, communicating verbally, hearing, and using hands for computer and office work. Reasonable accommodations may be available to enable qualified individuals with disabilities to perform the essential functions.

This job description is intended to describe the general nature and level of work performed by the individual assigned to this position. It is not an exhaustive list of all responsibilities, duties, qualifications, or working conditions. Responsibilities may be modified or assigned based on business needs, consistent with applicable law and company policy.