Talent Acquisition & Employee Experience Spec
d11de8b9-d05e-44f5-a754-0939595ad22b:19000101_000001 Talent Acquisition & Employee Experience Spec
Description
At Lehman Pipe & Supply, our people keep our branches, warehouses and trucks moving every day. We're looking for a hands-on HR professional who leads with talent acquisition — owning the hiring journey from first conversation to a new hire's 90th day — and who also keeps day-to-day HR running smoothly for our employees.
The opportunity
This is a hybrid role with two hands-on parts. Your primary focus (about 60%) is talent acquisition: you'll own hiring end to end, from job posting through a new hire's first 90 days — sourcing, screening, interviewing, extending offers and onboarding, while helping shape and measure how we hire. The other 40% is HR generalist work: you'll be an active part of the HR team, supporting employees and managers with day-to-day questions, administration, records and reporting.
You'll be our go-to person for every job board, keep the candidate pipeline clean and current, and build a consistent, structured way to find and select great people. You'll put our HRIS to full use, automate onboarding wherever you can, and work day to day with our PEO, ADP.
You'll thrive here if you enjoy variety — a recruiter at heart who is just as comfortable answering an employee's question or tightening up a personnel file. We're looking for someone people-oriented and detail-driven who executes well day to day, sees how that work connects to the business, and finds the root cause, fixes the process and makes the employee experience better along the way.
What you'll do
Talent acquisition is your primary focus (about 60% of your time); hands-on HR generalist support makes up the rest (about 40%).
Position summary
The Talent Acquisition & Employee Experience Specialist owns Lehman Pipe & Supply's hiring process end to end, from job posting through a new hire's first 90 days. This is a hands-on role: you will source, screen, interview, coordinate, extend offers and onboard, while executing the TA strategy set by HR leadership and measuring how well it works.
You will serve as the company's point of contact for all job boards, keep the candidate funnel clean and current, and build a standardized, consistent process for sourcing, vetting, screening and interviewing candidates. You will use the HRIS to its full capability, automate onboarding wherever possible, and support the day-to-day with ADP, our PEO.
As part of the broader HR team, you will spend approximately 40% of your time supporting generalist responsibilities, including reporting, administration, and employee support. This role is ideal for a people-oriented, detail-driven professional who excels at transactional execution while understanding how day-to-day activities connect to broader business objectives. The successful candidate will demonstrate strong critical thinking and problem-solving skills, with the ability to look beyond immediate issues, identify root causes, evaluate process gaps, and clearly articulate and implement practical, sustainable solutions. Equally important is the ability to build relationships, communicate effectively, take ownership, and continuously identify opportunities to improve processes and the overall employee experience.
Key responsibilities & Essential Functions
End-to-end recruitment (core functions)
- Manage the full recruiting cycle for hourly, skilled-trade, branch, warehouse, driver, sales and office roles: intake, job posting, sourcing, screening, interviewing, references, background checks, offers and hand-off to onboarding.
- Hold intake meetings with hiring managers to define requirements, interview panels and timelines before a requisition opens.
- Write and post job ads; serve as the company's point of contact and lead recruiter for all job boards, career sites and posting vendors.
- Conduct phone screens and first-round interviews; schedule and coordinate all interview loops with hiring managers and branch leaders.
- Keep the candidate funnel clean: update every candidate's status promptly, close out stale requisitions, and send timely dispositions so no candidate is left without an answer.
- Extend offers within approved guidelines, and partner with hiring managers on start dates.
- Build a sourcing pipeline for hard-to-fill and recurring roles through job boards, referrals, schools, trade programs and community partners.
- Establish and maintain a requisition priority matrix based on role criticality and urgency, and allocate recruiting effort to match.
- Take full ownership of every search in partnership with the hiring manager, from intake to start date.
Standardized hiring process
- Design and maintain a consistent process for vetting, screening and interviewing across all branches and departments.
- Build and maintain structured interview guides, screening questions, scorecards and evaluation rubrics for core roles.
- Support Corporate Trainer in identifying training and coaching needs for hiring managers on structured interviewing, legal do's and don'ts, and timely feedback.
- Administer the pre-employment tests and assessments the company adopts. HR leadership selects the tools consistently and compliantly.
- Document the standardized hiring procedure and automate as much of the current process as possible.
- Ensure hiring practices comply with EEO, I-9, E-Verify, background check (FCRA), DOT (where applicable) and recordkeeping requirements.
Onboarding and employee experience
- Own the new hire experience from offer acceptance through the first 90 days, so every location delivers a consistent, welcoming start.
- Manage the pre-hire ticket system so everything a new employee needs (equipment, uniforms and PPE, system access, workstation, paperwork) is requested, assigned and completed before day one.
- Apply the new onboarding checklist for every hire, and make sure each step is completed properly and on time.
- Coordinate the new hire package and welcome gift with the office admins at each location, including a practical, well-designed goodie pack.
- Design and launch the new hire orientation program, and automate it as much as possible.
- Coordinate pre-boarding: background and drug screening, I-9 and first-day logistics.
- Automate onboarding steps in the HRIS wherever possible, including e-signature, task workflows, reminders and checklists.
- Run 30/60/90-day check-ins with new hires and managers, and flag early retention risks.
- Centralize and manage all new hire announcements through HR to ensure consistent, timely, and standardized communication across the organization.
TA strategy measurement
- Track and report on the TA indicators already in place (see Success measures), and recommend improvements based on the data.
- Monitor job board and source performance and cost, and recommend where to shift spend.
- Identify bottlenecks in the funnel and fix them with hiring managers.
HRIS, ADP and PEO liaison
- Use the HRIS and applicant tracking tools fully: requisitions, candidate records, offer letters, onboarding workflows and reporting.
- Support and manage communications with the PEO, for new hire setup, benefits enrollment hand-offs, data corrections and service tickets.
- Maintain accurate employee and candidate data, and audit records regularly.
HR generalist support (about 40%)
- Prepare recurring and ad hoc HR reports.
- Support employee inquiries, policy questions and HR administration.
- Assist with personnel file maintenance, employment verifications and compliance postings.
- Support HR projects and initiatives across the team.
- Support HR due diligence for acquisitions and other business initiatives, including gathering and organizing employee data, policies and documentation.
- Perform other administrative and generalist duties as assigned.
Qualifications
Required
- 3–5 years of full-cycle recruiting experience, ideally high-volume hourly and skilled roles in distribution, industrial, manufacturing or a similar multi-site setting.
- Hands-on experience with an HRIS and applicant tracking system; ADP Workforce Now or another PEO platform strongly preferred.
- Proven ability to run a clean, organized pipeline across many open requisitions at once.
- Experience building or improving structured screening and interviewing processes.
- Working knowledge of employment law related to hiring: EEO, I-9/E-Verify, FCRA and background checks.
- Comfort with data: tracking metrics, building reports in Excel and explaining what the numbers mean.
- Strong communication skills and the judgment to manage hiring managers, candidates and vendors with professionalism.
- Highly organized, detail-oriented and able to switch between tactical tasks and bigger-picture thinking.
Preferred
- Bachelor's degree in Human Resources, Business or a related field, or equivalent experience.
- SHRM-CP, PHR or a recruiting certification (for example, AIRS).
- Experience automating onboarding workflows or implementing HR technology.
- Exposure to HR generalist work: employee relations, benefits and HR administration.
- Bilingual (English/Spanish).
Working conditions
- Office-based, with regular travel to branch and warehouse locations for interviews, orientation and hiring events.
- Occasional early, late or weekend hours to support hiring events and shift-based candidates.
- Ability to sit and work at a computer for extended periods.
Lehman Pipe & Supply is an equal opportunity employer. This job description is not an exhaustive list of duties; responsibilities may change based on business needs.