Talent Acquisition – Learning and Development Specialist

Description

The Talent Acquisition Specialist provides strategic and operational HR support across the organization, primarily developing and executing effective recruitment strategies to attract, identify, and retain qualified talent. This role also supports the organization's learning and development initiatives by coordinating training programs, identifying development opportunities, and building employee capabilities to support current and future business needs.

This individual partners with department leaders and the HR team to understand workforce requirements, anticipate staffing needs, and implement innovative recruitment and employee development solutions that support organizational objectives.

We are seeking an experienced, highly motivated HR professional who thrives in a small, collaborative, and dedicated team environment. The successful candidate will be proactive, resourceful, and able to work independently while building strong relationships across the organization. This role requires a creative approach to talent acquisition, a passion for employee development, and the ability to adapt to changing business demands.

The position requires flexibility in scheduling and availability to support employees and operational leadership across all three shifts. This may include adjusting working hours periodically to provide recruitment, onboarding, training, and HR support to employees working outside of traditional business hours.

Candidates should have a minimum of three years of demonstrated talent acquisition experience, preferably within a manufacturing or industrial environment. Experience or an interest in learning and development is also preferred.

Requirements

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following:

1. Develops recruitment strategies in tandem with department heads to meet targeted staffing levels. Provides a weekly status update on hiring needs.

2. Creates, posts and maintains job advertisements. Proactively sources, interviews, and places candidates. Determines applicant requirements by studying job descriptions and job qualifications.

3. Schedules and attends job/career fairs with appropriate staff as a source to generate qualified applicants. Develops and maintains professional relationships with college, university and community college placement offices as a source to generate qualified applicants. Grows an effective talent pipeline by working with local colleges and universities to establish/maintain internship and apprenticeship programs.

4. Directs the efforts of employment agencies, including negotiating and controlling employment-related fees. Acts as backup liaison with temporary placement agency providing communication of openings, job descriptions, scheduling interviews, reporting of hours worked and any changes to requisition status

5. Provides information on company operations and job opportunities to potential applicants. Determine applicant qualifications by conducting pre-screen interviews of applicants; analyzes responses; verifies references; and compares qualifications to job requirements

6. Schedules onsite, virtual and phone interviews based on pre-screen results of suitable candidates to move forward in interview process including conducting reference and background checks and associated onboarding tasks.

7. Prepare offer letters and assist with completing onboarding tasks in HRMS, Input complete applicant and employee information into the Information System, and create new hire packets for orientation. Schedules HR and Safety Onboarding.

8. Maintains associate badge security system. Applies appropriate discretion in dealing with confidential and sensitive information.

10. Learning & Development

· Partner with HR and department leaders to identify employee training needs, skill gaps, and professional development opportunities that support organizational and operational objectives.

· Coordinate and administer company-wide training and development initiatives, including leadership development, technical training, professional skills, and employee growth programs.

· Support the development and implementation of structured onboarding and orientation programs to ensure a consistent and engaging new hire experience.

· Support career development, cross-training, succession planning, and internal advancement initiatives to strengthen workforce capabilities and employee retention.

· Help promote a culture of continuous learning, employee engagement, and professional growth throughout the organization.

11. Perform other similar or related duties as assigned or directed.