Senior Talent Acquisition Specialist

We are a leading company in the wireless broadband communications industry looking for talented professionals with a winning attitude.

Job Description

Role and Responsibilities

Direct Labor Recruitment

• Execute weekly hiring plans for operators, material handlers, technicians and other production-support roles across approved shifts and ramp phases.
• Source candidates through job boards, referrals, community partnerships, workforce centers, technical schools, hiring events and approved staffing firms.
• Own requisition tracking, outreach, application review, job-related screening, interview scheduling and candidate follow-up in the applicant tracking system.•  Facilitate high-volume interview and hiring events, ensuring sufficient recruiter, hiring-manager and site readiness capacity.
• Maintain candidate pools and contingency lists for hard-to-fill shifts or launch-critical positions.

Selection and Candidate Experience

• Use consistent, job-related screening criteria and structured interview guides; document decisions and maintain accurate candidate records.
• Communicate work schedule, job expectations, location, pay information, and approved offer terms accurately and in an accessible manner.
• Coordinate approved offer issuance and pre-employment steps with HR Operations and service providers, without independently changing compensation or conditions.
• Work with HR on reasonable-accommodation requests and any escalated candidate concerns while respecting privacy and confidentiality.
• Provide responsive, respectful communication to candidates, including bilingual communication when appropriate.

Launch Readiness and Operational Partnership

• Review recruiting demand with Production, Planning, HR and the TA Manager; surface gaps in timing, shifts, candidate yield and market competitiveness.
• Coordinate candidate handoffs for I-9 verification, any applicable E-Verify process, background screening, drug testing under approved policy, orientation, EHS and training.
• Monitor early turnover and no-show trends with HRBP and Operations and feed insights into sourcing, realistic job previews and selection practices.
• Support internal referral and approved talent pipelines while routing immigration or relocation questions to the designated specialists.

Metrics and Process Improvement

• Maintain weekly funnel reporting for applicants, qualified candidates, interviews, offers, acceptances, starts, and open requisitions.
• Track time to fill, requisition aging, hiring-event yield, pre-employment drop-off, cost per hire, and early retention; recommend corrective actions.
• Improve recruiting standard work, ATS data quality, event logistics and agency handoffs as hiring volumes evolve.
  

Knowledge and Experience

• Three or more years of recruitment experience, preferably including high-volume hourly or direct labor hiring in manufacturing, distribution or a similar environment.
• Practical experience with applicant tracking systems, job boards, hiring events, recruiting funnels and structured candidate screening.
• Working knowledge of fair and consistent U.S. hiring practices, candidate privacy and compliant background-check and employment-verification handoffs.
• Ability to organize multiple hiring waves and coordinate efficiently with frontline managers in a fast-moving operation.
• Clear written and verbal communication in English; Spanish proficiency strongly preferred for the Borderplex labor market.
• Associate or bachelor’s degree in HR, Business or related field preferred; equivalent relevant experience considered.
• Experience with Workday Recruiting, Excel or Power BI is a plus.
  

Competencies

• Role-specific strengths: high-volume recruiting execution, disciplined follow-through, inclusive interviewing, data accuracy, responsiveness and frontline business partnership.
  

Measures of Success

• Direct labor hiring progress against approved weekly/monthly start plans and shift needs.
• Qualified-candidate conversion, offer acceptance, hiring-event yield and time-to-fill trends.
• Candidate responsiveness, accurate ATS records, low no-show/drop-off rates and successful onboarding handoffs.

Authority and Key Relationships

• Select approved sourcing activities, organize hiring events and manage assigned requisitions within the TA Manager’s plan.
• Recommend recruiting-channel and process adjustments; escalate staffing constraints, selection concerns or unapproved offer requests.
• Does not independently approve headcount, pay exceptions, agency contracts, immigration commitments or final hiring decisions.
• Key partners: TA Manager, Operations, Planning, HRBP, HR Operations, Payroll, Training, EHS, Security, IT, staffing agencies, Workforce Solutions Borderplex and education partners.

Working Conditions

• On-site in El Paso, including production areas and hiring events. Early-morning, evening or occasional weekend recruiting activity and limited Borderplex travel may be required.

Education

Work Experience

Language

Skills