Talent Acquisition Partner (Creative Design)

As our Talent Acquisition Partner, you will identify, engage with and acquire top talent for all departments (roles include but are not limited to NETA Technicians/Electrical Engineers/Electrical Technologists/Generator Maintenance Technicians/Power Systems Electricians/Electricians/Sales Specialists/Operational Managers/Corporate roles). You will also develop and scale company-wide recruiting based on best practices, diversify hiring strategies, enhance employer branding, coach and consult with hiring leaders, and ensure an exceptional candidate and hiring manager experience.

Lead our full-cycle recruitment process; this includes working with leaders to understand their talent needs, articulating job descriptions/postings, sourcing, screening and coordinating interviews as well as conducting reference checks and leading the offer process.
Effectively use the HRIS/ATS system of UKG Kronos to accurately track roles (new and backfills) and ensure accuracy in the system for reporting needs
Work with leaders to ensure requisitions are submitted and approved
Develop, implement and execute recruitment programs and strategies to find top talent.
Use various sourcing methods such as LinkedIn, cold emailing, referrals, social media and other creative techniques/initiatives to build relationships and develop a pipeline of talented candidates.
Build solid relationships with leaders and serve as a partner before, during and after the recruitment process; deeply understand the leaders needs and what success looks like for each role.
Work collaboratively with leaders to understand their forecasting needs as it relates to recruitment.
Coach and mentor leaders on best practices in regard to the recruitment process, hiring approach, and candidate suitability.
Be proactive in networking, active recruiting and deep diving into passive candidate networks throughout various markets.
Build strong relationships with schools to identify top talent that we want to hire and develop.
Develop initiatives to ensure diversity in our hiring practices.
Understand our industry and our competitors to be able to attract and retain talent.
Enhance our employer brands through networking and social media strategies and initiatives to help attract candidates.
Be a champion for the Employee Referral Bonus Program
Understand our career paths and professional growth commitment to be able to articulate career path potential to candidates.
Follow-up with all new talent at the 6 week mark to obtain feedback on their recruitment and onboarding experience. Follow-up again at the 12 week mark to obtain feedback on their experience with us thus far.
Provide leads to operational managers on any potential new clients you may have in your network.