Talent Acquisition & Organization Development Partner

Key Duties and Responsibilities

Talent Acquisition

• Manage full-cycle recruitment for salaried, professional, technical, and leadership positions.

• Partner with hiring managers to develop recruiting strategies and identify talent requirements.

• Source, screen, interview, and assess candidates using established hiring processes.

• Coordinate interview scheduling, candidate communications, and offer processes.

• Maintain talent pipelines for critical and hard-to-fill positions.

• Support employer branding and recruitment marketing initiatives.

• Participate in career fairs, networking events, and community recruiting activities.

• Monitor recruiting metrics, including time-to-fill, candidate quality, and recruiting effectiveness.

• Ensure recruiting activities comply with applicable employment laws and company policies.

Workforce Planning & Talent Management

• Partner with leaders to identify workforce needs and staffing requirements.

• Support succession planning discussions and talent review processes.

• Assist in identifying high-potential employees and development opportunities.

• Maintain talent and workforce planning data to support business decision-making.

• Provide workforce insights and recruiting trends to HR and business leaders.

Organization Development

• Support initiatives designed to improve organizational effectiveness, employee engagement, and team performance.

• Assist with employee surveys, focus groups, and feedback programs.

• Analyze engagement and turnover trends and recommend improvement actions.

• Support change management and organizational improvement initiatives.

• Partner with leaders to enhance team effectiveness and employee development.

Learning & Leadership Development

• Coordinate leadership development and employee training programs.

• Assist with development planning processes for employees and leaders.

• Facilitate onboarding activities to accelerate new hire integration and productivity.

• Support the creation and administration of career development resources and tools.

• Maintain training records, development plans, and learning program metrics.

Employee Experience

• Partner with HR team members to support a positive employee experience throughout the employee lifecycle.

• Assist with recognition, engagement, and culture-building initiatives.

• Collaborate with managers to identify opportunities to improve employee retention.

• Support onboarding and orientation programs for new employees.

HR Analytics & Continuous Improvement

• Track and report recruiting, retention, turnover, and talent management metrics.

• Develop and maintain dashboards and scorecards related to talent acquisition and development.

• Identify process improvement opportunities within recruiting and talent management programs.

• Support HR technology initiatives and process automation efforts.

Knowledge, Skills & Abilities

• Strong knowledge of talent acquisition, interviewing techniques, and employment practices.

• Understanding of talent management, succession planning, employee development, and organizational effectiveness principles.

• Strong relationship-building and internal consulting skills.

• Ability to manage multiple openings, projects, and priorities simultaneously.

• Experience using HR systems, applicant tracking systems, and workforce analytics.

• Strong written, verbal, facilitation, and presentation skills.

• Excellent organizational and project management abilities.

• Proficiency with Microsoft Office and HR technology platforms.

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field required.

• SHRM-CP, SHRM-SCP, PHR, or similar certification preferred.

• Five or more years of experience in talent acquisition, talent management, organizational development, or human resources.

• Experience supporting recruiting and employee development programs in a manufacturing, distribution, or multi-site environment preferred.

Success Measures

• Achievement of time-to-fill and quality-of-hire goals.

• Positive hiring manager and candidate experience results.

• Improved retention of new hires.

• Completion and effectiveness of leadership and employee development initiatives.

• Increased internal promotion and development activity.

• Accurate workforce planning and talent reporting.

• Positive employee engagement and onboarding outcomes.