Senior Talent Acquisition Partner, Engineering and Manufacturing

About the Role

As a Senior Talent Acquisition Partner specializing in Engineering and Manufacturing, you will own the full-cycle recruiting process for salaried roles, from initial intake through offer acceptance. You will collaborate closely with the Senior Manager Talent Acquisition and Hiring Managers to clarify role requirements, timelines, and success profiles. A key aspect of this role involves designing and executing multi-channel sourcing strategies leveraging various platforms such as ATS (SuccessFactors), LinkedIn, job boards, referrals, events, and targeted research to build diverse, high-quality candidate pipelines. You will ensure a consistent and inclusive selection process, encompassing screening, interviewing, and assessment, to deliver a positive candidate experience. Maintaining complete and timely data in the ATS is crucial for accurate reporting and insights that inform strategic decisions.

Key Responsibilities

• Pipeline Strategy & Sourcing: Design and implement proactive sourcing plans utilizing ATS, LinkedIn, job boards, talent communities, employee referrals, market mapping, and networking events to attract scarce and specialized talent.
• Stakeholder Partnership: Conduct effective intake meetings; advise and influence Hiring Managers with market data (talent availability, compensation ranges, time-to-fill), align on process and Service Level Agreements (SLAs), and communicate proactively to remove barriers.
• Selection & Candidate Management: Screen candidates for both skills and cultural fit; manage follow-ups throughout the selection process; coordinate interview panels; ensure an equitable and inclusive process; provide timely feedback and a best-in-class candidate experience.
• Offer Management: Partner with HR to craft compelling offers; present and negotiate offers; and facilitate the onboarding process.
• Data, Reporting & Continuous Improvement: Maintain accurate and current requisition/candidate data in the ATS; analyze recruiting metrics; share actionable insights and recommend improvements; and adopt new tools and best practices.

Required Qualifications

• Bachelor's Degree in Business Administration, Psychology, Human Resources, or a related field.
• At least 4 years of full-cycle recruiting experience, covering sourcing, screening, interviewing, and offer management across corporate/support, technical/engineering, and manufacturing roles.
• Proficiency with Applicant Tracking Systems (SuccessFactors preferred); strong documentation discipline is essential.
• Sourcing mastery, including Boolean search, LinkedIn Recruiter, job board mining, talent mapping, referrals, and event participation.
• Expertise in interviewing and assessment techniques, particularly behavioral/competency-based approaches, with the ability to effectively evaluate skills and cultural add.
• Strong stakeholder management skills, demonstrating influence without authority, effective expectation setting, and proactive communication.
• Data literacy to interpret recruiting metrics such as time-to-fill, pipeline health, and conversion rates to drive informed decisions.
• Advocacy for Diversity, Equity, and Inclusion (DEI) and a positive candidate experience throughout the entire recruitment lifecycle.
• Proven negotiation and offer management skills, coupled with a high sense of urgency and thorough follow-throughs.

Key skills/competency

• Full-Cycle Recruiting
• Engineering Recruitment
• Manufacturing Recruitment
• Applicant Tracking Systems (ATS)
• SuccessFactors
• Sourcing Strategy
• Boolean Search
• LinkedIn Recruiter
• Stakeholder Management
• DEI Advocacy