Job Description

The Talent Acquisition Partner will be responsible for full-cycle recruitment for all positions across the organization up to the Senior Manager level. This role is pivotal in shaping our organization's recruitment strategy and managing the candidate pipeline from start to finish. As a full-cycle recruiter, this role will manage every stage of the process, from offer negotiation to closing candidates and ensuring a successful onboarding transition. The Talent Acquisition Partner reports directly to the Senior Manager, Human Resources. This position conducts job duties in a manner that demonstrates a strong food safety culture which ensures the safety and quality of our products.

Summary/ Objective

The Talent Acquisition Partner will lead our organization's efforts in attracting, hiring, and developing top talent from both a strategic and tactical perspective. This role involves creating and implementing effective hiring strategies, managing the candidate funnel, and ensuring a smooth onboarding process. This position will work closely with various departments to understand their hiring needs and develop tailored recruitment plans.

Essential Functions Time Allocations

Major Responsibilities 90%

Proactive Recruitment Strategy & Implementation

• Conduct thorough market research to understand industry trends, salary benchmarks, and competitor hiring practices to create a competitive recruitment strategy.
• Development of a comprehensive recruitment and sourcing plan that aligns with the organization’s goals and objectives to attract top talent for all levels of positions.
• Build and maintain a candidate pipeline with a focus on candidate and source diversity.
• Create and implement effective sourcing strategies to find and attract qualified candidates.
• Conduct research to understand industry trends, salary benchmarks, and competitor hiring practices.
• Utilize various sourcing channels (e.g., job boards, social media, employee referrals), build talent pipelines, and engage passive candidates.
• Lead administration and enhancement of applicant tracking systems (ATS) and other recruitment tools. Partner with HRIS, IT, and cross-functional teams to ensure seamless system integration and functionality.
• Participate in the full life cycle of recruiting, including pre-screening candidates, preparing candidates for interviews, reviewing resumes, and assessing candidates' applications.
• Ensure a positive candidate experience throughout the recruitment process.
• Communicate regularly with candidates, provide timely feedback, and streamline the interview and onboarding processes to make them as smooth as possible.
• Leverage recruitment technologies and tools to streamline the hiring process.

Recruitment, Selection and Hiring

• Manage all job requisition postings within the ATS.
• Conduct intake meetings with hiring teams to ensure understanding of position needs, business goals, and alignment between recruitment strategies.
• Screens resumes, conducts phone interviews, and coordinate scheduling for onsite panel interviews with management.
• Work with staffing agencies to fill hourly Visitor Center positions, coordinate schedule for onsite interview with VC team.
• Manage all aspects of the recruitment and selection process for all opening across the organization, including temporary, non-exempt, and exempt, hourly & union level recruitment.
• Work to ensure the best candidate for the position and promotes a diversified workforce.
• Create approval packets for new hires and submit them to Sr. HR Manager for review/ approval.
• Executes pre-employment screening, reference checks, employment offers, and orientation for all new hires with the assistance of the Administrative Coordinator as needed.
• Manage relationships with third-party vendors, including background check providers, job boards, and recruitment marketing platforms, ensuring optimal ROI and service alignment.

Orientation & Onboarding

• Conduct new hire orientation for all new hires.
• Evaluate existing onboarding program for continuous improvements and work to establish and administer expanded new hire orientation program for all positions.
• Ensure pre-employment communication, new hire gifts, and welcome lunch (or breakfast)
• Maintains orientation presentations, updates, as necessary.
• Partners with hiring managers to create a new hire orientation schedule that typically covers the new hires first 2 weeks.

Employer Branding & Candidate Experience

• Act as an ambassador for the company, sharing a compelling brand story to attract high-quality talent.
• Collaborate with the marketing department to develop and enhance employer branding materials. This includes creating compelling job advertisements, career pages, and social media content to attract top talent.
• Develop and communicate a strong employer brand that highlights the organization's culture, values, and benefits.
• Partner with external organizations, universities, and professional associations to promote the organization as an employer of choice.
• Participate in job fairs, career events, and networking opportunities to attract top talent.
• Collaborate with internal teams to ensure that the employer brand is consistently communicated across all touchpoints, including the recruitment process, onboarding, and employee engagement initiatives.
• Evaluate the recruitment funnel and determine ways to improve the candidate’s experience at all stages to attract top talent.
• Maintain clear and timely communication with candidates throughout the recruitment process.
• Provide regular updates on the status of their application and feedback after interviews.
• Gather feedback from candidates about their recruitment experience and use this information to improve the process.
• Address any concerns or issues promptly to ensure a positive candidate experience.
• Build and maintain relationships with potential candidates, even if they are not selected for the current role. This helps in creating a talent pool for future hiring needs.

Policy & Compliance

• Maintain working knowledge of all Federal, State, and local guidelines related to employment practices and the law.
• Maintain all applicant data consistent with state and federal laws in addition to company policies and procedures.
• Create and implement recruitment policies and procedures to ensure a standardized and efficient hiring process. This includes developing guidelines for job postings, candidate screening and interview protocols.
• Ensure all recruitment practices comply with relevant laws and regulations.
• May assist with annual required local, state, and federal reporting.

Budget, Reporting & KPIS

• Assist with tracking and managing recruitment spending and related expenses.
• Develop and manage against a recruitment budget.
• Coordinate with the broader HR team to manage any referral bonus payouts, verify eligibility, and track status to ensure timely and accurate processing.
• Support regular and ad hoc reporting needs using the ATS and HRIS. Maintain clean data, track key operational metrics, and contribute to basic trend analysis or summaries as needed.
• Establish and track key recruitment metrics to measure the effectiveness of the talent acquisition strategy.
• Provide actionable insights by compiling and analyzing hiring metrics, identifying areas for improvement, and proposing creative solutions.

Minor Responsibilities 10%

• Manage relationships with third-party vendors, including background check providers, job boards, and recruitment marketing platforms, ensuring optimal ROI and service alignment.
• Develop and implement training programs to upskill hiring managers on tools, systems, and best practices that reinforce a data-driven, inclusive hiring approach.

Qualifications

Required Competencies

• Strong understanding of recruitment processes and best practices.
• Excellent communication and interpersonal skills.
• Ability to develop and implement effective hiring strategies.
• Proficiency in using applicant tracking systems (ATS) and other recruitment tools.
• Strong organizational and time management skills.
• Excellent interpersonal skills, communication, and time management skills.
• Ability to work independently after learning curve with a roll up your sleeve mentality to get in the weeds of all things recruitment.
• Strong pride in providing outstanding customer service.
• Sense of urgency and confidentiality.
• Ability to work independently and as part of a team.
• Knowledge of employment laws and regulations.

Required Education and Experience

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Minimum of 3-5 years of experience in full cycle recruitment for positions at all levels of the organization, ideally in a fast-paced, growing environment.
• Experience managing and prioritizing multiple searches, projects, and client relationships.
• Experience with ADP ATS or similar recruitment/sourcing platforms.
• Experience in developing and implementing orientation and onboarding programs.

Preferred Education and Experience

• Master's degree in Human Resources, Business Administration, or a related field.
• Certification in HR (e.g., SHRM-CP, PHR).
• Experience in employee development and training.

Job Related Information

Supervisory Responsibility

The Talent Acquisition Partner will not have any direct reports other than vendors and contractors.

Travel

Travel will be required between Kentucky locations. Travel could be required to other sites, cities, or countries to learn more about specific or general operations, equipment, or methods.

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