Requisition ID: 299663

• Relocation Authorized: National - Single
• Telework Type: Full-Time Office/Project
• Work Location: Houston, TX

Project Overview:

Bechtel's Manufacturing & Technology (M&T) Business Unit is designing and building an Active Pharmaceutical Ingredient (API) Manufacturing Facility located at Generation Park in Houston, TX. M&T is an exciting and growing business unit that serves customers in the semiconductor, datacenter, life sciences, and electric vehicle markets. M&T strives to exceed our customer objectives through utilizing our agility, innovative technologies, and world class talent. M&T solves the industry's toughest challenges, building both our company and the world for the future. Headquartered in Reston, Virginia, the M&T global business unit also includes colleagues working in Arizona, Ohio, Texas, India, and additional project locations around the world. #LI-TH1

Job Summary:

• Day to day operational contact with Project Workforce Services Manager.
• Weekly contact with Functional Workforce Planning Manager.
• Provide ongoing day to day direction to the recruitment team regarding position requirements and recruitment activities to be completed to successfully meet the hiring plan.
• Ensure quality candidate selection by confirming the recruitment team have approved position descriptions to reference when reviewing candidate applications.
• Supervises the recruiting, screening, and processing of craft professionals.
• Identifies and recommends action to address process improvement, projected staffing needs and potential shortfalls in project staffing requirements.
• Participates in delivery of craft new hire orientation.
• Collects information or data for the development of an industrial relations program, policy or procedures received from local government agencies, employer associations, trade publications, area competitors and private agencies to determine what crafts are available in the area and their basic skills level.

Major Responsibilities:

• Responsible for delegating the daily and weekly recruitment tasks to meet the approved overall hiring plan by ensuring a fair and equitable distribution of recruitment activities between the recruiters.
• Analyze and report on craft availability in relation to the number of applications received, screened, and in process.
• Assess the data to make recommendations with respect to remedy and/or mitigate areas of labor shortfall.
• Production of a weekly report detailing the completed recruitment and onboarding activities and proposed onboarding activities for the next 4 weeks based on the approved hiring plan i.e. number of candidates for screening, number of candidates to be interviewed, sent for medical, and offers.
• Onboarding Processors are to provide a summary of activities performed daily in the plan of the day meeting for the Recruitment Supervisor to monitor.
• Production of a weekly requisition report identifying number of open roles vs candidates in process and candidates needed to be sourced.
• Recruitment Supervisor is to ensure recruiters are notified of weekly targets by holding a weekly meeting to review the overall requisition plan and ensure requisitions are distributed evenly between the team.
• Recruitment Supervisor provides an update on critical classifications/requirements ensuring the priorities are clearly communicated and known to the Recruitment and Onboarding teams. Each recruiter is required to give an overall status update on their area/discipline they are responsible for and progress in filling the requisitions.
• Recruitment Supervisor is responsible for holding a daily plan of the day meeting. The purpose of the meeting is to review the previous day's planned activities vs actual tasks completed.
• Recruitment Supervisor is to determine what barriers, if any, prevented Recruiters achieving yesterday's planned activities. If recruiters indicate the hiring plan will not be met, Recruitment Supervisor is to reallocate/delegate tasks between the team to ensure that the team collectively, meet the overall weekly hiring plan.
• Weekly meeting with Project Workforce Services Manager and Functional Workforce Planning Manager to report on progress relative to meeting requisitions.
• Recruitment Supervisor is to prepare a report to include current head count vs the plan, with the plan being headcount plus requisitions due by upcoming week. Report to also include the next 4 week's plan vs the next 4 week's planned onboarding.
• On a monthly basis the Recruitment Supervisor reviews the upcoming 90-day plan noting activities required to meet the requirements. Activities planned would include job fairs, targeted advertising, SMS campaigns, as well as screening targets. Recruitment Supervisor is to also use this opportunity to escalate any concerns/barriers i.e. issues with process/system, availability of labor, process times to ensure Project Workforce Services Manager and Functional Workforce Planning Manager have opportunity to assist and support where available.
• Recruitment Supervisor is required to review and approve the submission of requisitions per the forecast. Prior to approving the requisitions, Recruitment Supervisor is to validate request against the 180-day plan.
• Any large variances or discrepancies to the 180-day plan need to be investigated and confirmed prior to approval. For example, if a requisition for 30 pipefitters was submitted when the 180-day forecast indicated a request of 10, Recruitment Supervisor is to determine the reason for the variance to ensure that the team can support the unplanned request. Equally if the 180-day forecast proposes 30 pipefitters for hire for a particular period/date and no requisitions have been received, Recruitment Supervisor is to investigate why requisitions have not been submitted.

Education and Experience Requirements:

• Requires bachelor's degree (or international equivalent) and 5-8 years of relevant experience or 9 -12 years of relevant work experience in lieu of degree.

Required Knowledge and Skills:

• Strong understanding of craft recruitment, team supervision and knowledge of recruitment systems.
• Strong organizational skills with the ability to manage multiple requisitions, priorities, and stakeholders in a fast-moving project environment.
• Sound judgment and the ability to handle confidential candidate and employee information appropriately.
• Commitment to fair, consistent, transparent, and compliant recruitment practices.
• Bilingual in English and Spanish

Total Rewards/Benefits:

For decades, Bechtel has worked to inspire the next generation of employees and beyond! Because our teams face some of the world's toughest challenges, we offer robust benefits to ensure our people thrive. Whether it is advancing careers, delivering programs to enhance our culture, or providing time to recharge, Bechtel has the benefits to build a legacy of sustainable growth. Learn more at Bechtel Total Rewards