BraunAbility

Director, Talent Acquisition

BraunAbility • $90K — $120K *
Winamac, IN 46996In-Person
Staffing
8 - 10 years of experience
Today
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Job Overview by Ladders

Qualifications

  • Bachelor's degree in Human Resources, Business Administration, or related field required.
  • 10+ years of progressive talent acquisition experience.
  • 5+ years leading recruiting teams in a manufacturing or industrial environment.
  • Experience in recruiting for hourly, technical, professional, and leadership positions.
  • Proven track record in building and scaling co-op or intern programs.

Responsibilities

  • Develop and execute a multi-year talent acquisition strategy aligned with business objectives.
  • Partner with leadership to forecast talent needs and identify workforce risks.
  • Lead a high-performing talent acquisition team focused on service excellence.
  • Drive continuous improvement in recruiting processes and candidate experience.
  • Build external talent pipelines for future organizational needs.

Benefits

  • Strengthened employment brand across diverse talent markets.
  • Collaboration with leading technical schools and trade organizations for recruitment.
  • Opportunity to contribute to strategic workforce shifts during company growth and acquisitions.
  • Focus on diverse and inclusive recruiting practices to enhance candidate pools.
Full Job Description
Job Description:

Talent Acquisition Strategy & Leadership
  • Develop and execute a multi-year talent acquisition strategy aligned with BraunAbility's business objectives and workforce plans.
  • Partner with executive leaders to forecast talent needs and identify critical workforce risks.
  • Lead and develop a high-performing talent acquisition team focused on service excellence and business partnership.
  • Establish recruiting priorities, service-level expectations, and performance metrics across all business functions.
  • Drive continuous improvement of recruiting processes, technologies, and candidate experience.

Workforce Planning & Strategic Hiring
  • Partner with HRBPs and business leaders to support workforce planning activities.
  • Develop recruiting strategies for critical and hard-to-fill positions, including engineering, skilled trades, leadership, and emerging technology roles.
  • Build external talent pipelines to address future organizational capability needs.
  • Support organizational growth initiatives, acquisitions, new facility launches, and strategic workforce shifts.

Recruitment Operations
  • Oversee full-cycle recruiting processes from requisition approval through onboarding transition.
  • Ensure consistent application of recruiting policies, interview processes, and hiring standards.
  • Monitor recruiting workloads, aging requisition, hiring velocity, candidate quality, and offer acceptance rates.
  • Ensure compliance with federal, state, and local employment regulations.
  • Lead implementation and optimization of applicant tracking systems and recruiting technologies.

Employer Brand & Talent Marketing
  • Strengthen BraunAbility's employment brand across manufacturing, technical, professional, and leadership talent markets.
  • Develop recruiting marketing campaigns, community partnerships, and university relationships.
  • Build strategic partnerships with technical schools, trade organizations, colleges, military transition programs, and workforce development agencies.
  • Leverage social media, digital recruiting tools, and employee referral programs to enhance talent attraction efforts.

Diversity, Inclusion & Candidate Experience
  • Champion inclusive recruiting practices that expand candidate pools and improve hiring outcomes.
  • Create a best-in-class candidate experience reflecting BraunAbility's values and culture.
  • Monitor candidate feedback and implement improvements throughout the recruitment lifecycle.
  • Ensure equitable hiring practices and consistent interviewing standards.

Data, Analytics & Reporting
  • Develop and maintain recruiting dashboards and scorecards.
  • Report key talent acquisition metrics to senior leadership.
  • Utilize labor market data and recruiting analytics to influence workforce decisions.
  • Measure effectiveness of sourcing channels, recruiter performance, and hiring manager engagement.

Leadership Partnership
  • Act as a trusted advisor to executives and hiring leaders.
  • Train and coach leaders on interviewing, selection, and hiring best practices.
  • Support succession planning by identifying external talent pipelines for critical roles.
  • Collaborate with Compensation, HRBPs, Learning & Development, and Total Rewards teams to ensure a seamless talent strategy.


Key Performance Indicators (KPIs)
  • Time-to-fill
  • Quality of hire
  • Offer acceptance rate
  • First-year retention
  • Hiring manager satisfaction
  • Candidate experience scores
  • Diversity of candidate slates
  • Cost per hire
  • Critical position fill rate
  • Internal versus external hiring ratios
  • Talent pipeline health metrics


Qualifications

Education
  • Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field required.

Experience
  • 10+ years of progressive talent acquisition experience.
  • 5+ years leading recruiting teams in a manufacturing, industrial, or multi-site environment.
  • Experience recruiting for hourly, technical, professional, and leadership positions.
  • Demonstrated success building recruiting strategies and employer branding initiatives.
  • Experience partnering with executive leadership and managing enterprise-wide hiring initiatives.
  • Proven track record building and scaling structured co-op, intern, or early-career programs that convert to high-performing full-time hires.

Preferred Experience
  • Manufacturing and skilled trades recruiting.
  • Engineering and technical talent acquisition.
  • Multi-location workforce management.
  • Recruiting technology optimization.
  • Executive search and succession pipeline development.
  • Employer branding and talent marketing initiatives aimed at students and emerging talent, including social media, student organizations, and diversity partnerships.


Competencies

Leadership
  • Strategic Thinking
  • Business Acumen
  • Talent Development
  • Change Leadership
  • Coaching & Influence

Functional Excellence
  • Workforce Planning
  • Recruitment Marketing
  • Talent Assessment
  • Employment Law Compliance
  • Data Analytics & Reporting

Cultural Alignment
  • Customer Focus
  • Accountability
  • Collaboration
  • Continuous Improvement
  • Growth Mindset
  • Mission-Driven Leadership


Success Profile

Within the first 12-18 months, the Director of Talent Acquisition will:
  • Establish a proactive workforce planning and talent pipeline process.
  • Improve recruiting efficiency and reduce critical vacancy times.
  • Create a scalable talent acquisition operating model across all BraunAbility Americas locations.
  • Strengthen employer branding within manufacturing, engineering, and skilled labor markets.
  • Implement data-driven recruiting scorecards and leadership reporting.
  • Increase hiring manager satisfaction and candidate experience outcomes.
  • Build a future-ready talent acquisition function that supports BraunAbility's long-term growth strategy.

BraunAbility Mission Connection:
This leader plays a critical role in ensuring BraunAbility attracts the talent necessary to deliver innovative mobility solutions that enrich the lives of our customers and communities.

About BraunAbility

BraunAbility is a leading manufacturer of wheelchair accessible vehicles and wheelchair lifts for personal and commercial use. The company was founded in 1972 by Ralph Braun, who was a wheelchair user himself. BraunAbility is headquartered in Winamac, Indiana, and has manufacturing facilities in Indiana, Arizona, and Canada. The company's products are sold through a network of dealers in the United States and Canada. BraunAbility is committed to improving the lives of people with disabilities by providing them with safe and reliable transportation solutions.
Learn more about BraunAbility
Size
1,500 employees
Industry
Manufacturing & Automotive
Founded
1972
* Ladders Estimates

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