Description

The Talent Acquisition Specialist’s primary responsibility will be to work with Baltimore Aircoil Company’s (BAC) hiring teams and candidates through the entire full-life cycle recruitment process. You will craft and implement creative recruiting strategies to source top technical talent and represent BAC as an employer of choice. You will effectively influence candidates and hiring teams, negotiating, and extending offers all while guaranteeing adherence with applicable policies, practices, and statutes.

Essential Functions

• Partner with Human Resource Manager(s), Human Resource Business Partners, and the business to develop and implement hiring strategies
• Manage hiring manager expectations, be knowledgeable about our business, and why people love our company
• Work closely with our team to improve upon existing programs and implement innovative strategy around finding diverse, top talent
• Create an exceptional candidate experience
• Source qualified candidates through application tracking system (ATS), job posting sites, resume databases, job fairs, conferences, and other outlets/resources.
• Conduct candidate pre-screening and provide the qualified candidate recommendations to hiring managers
• Coordinate offer letters and negotiation process when needed
• Manage partnership, as well as maintain metrics with Recruitment Outsourcing Process (RPO)

Knowledge & Skills

Required skills and abilities to effectively perform this position include, but are not limited to:

• Exceptional communication skills, both verbal and written
• Exceptional active listening skills
• Ability to see beyond immediate tasks and see the bigger picture
• Open to learning and leading change management
• Exceptional networking and relationship management skills
• Ability to multitask and prioritize multiple responsibilities at one
• Attention to detail with the ability to recognize the importance of accuracy and thoroughness
• Ability to control conversations and negotiations
• High level of curiosity. Innovative, creative mindset and constantly looking for ways to improve things.
• Customer focused with a deep understanding of the positive impact you have in creating a highly satisfied, excited team

Minimum Qualifications

• BS or BA degree in Business, Human Resources, or related field, or have equivalent level of experience
• 5+ years of experience in full life-cycle technical, engineering, manufacturing recruitment in a fast-paced, high-growth environment
• Can form effective working relationships with and advise managers about staffing matters including HR and Recruiting methodologies, OFCCP compliance, and employment law.
• Experience in using LinkedIn Recruiter, Indeed; in addition to having a deep expertise in sourcing using social media, labor networks and other channels for talent within the manufacturing segment
• Experience recruiting in-house or in a staffing agency.
• Experience with UKG or similar ATS/ HRIS
• Proven abilities to attract passive candidates
• Develop creative strategies to infuse pipelines with candidates from diverse backgrounds.
• Self-driven and entrepreneurial. Superior organization skills, integrity and follow-through on tasks.
• Must be willing and able to travel when needed to facilitate recruitment efforts at conferences, job fairs, industry days, and more. Travel is expected about 20% a year.
• Professional Recruiter Certification (PRC) is preferred but not required.

Experience

• 5 year(s): Experience in full life-cycle technical, engineering, manufacturing recruitment in a fast-paced, high-growth environment

Education

• Bachelors or better in Human Resource Administration

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)