Position Overview

The Senior Talent Acquisition Specialist [Talent Acquisition Specialist 3] leads end-to-end recruitment activities and supports the development of effective talent acquisition strategies aligned with workforce planning, business priorities, and project execution requirements. This role plays a key role in managing complex, specialized, and critical hiring needs across energy, power, utilities, EPC, industrial, and related technical functions.

The position is responsible for advanced recruitment processes, including the identification and engagement of senior and principal-level engineering talent. The role requires strong passive-candidate sourcing and headhunting capabilities, with the ability to attract and engage highly qualified professionals who may not be actively seeking new opportunities.

The Senior Talent Acquisition Specialist partners closely with engineering leaders, business stakeholders, and HR teams to understand technical requirements, calibrate candidate profiles, develop targeted sourcing strategies, and build sustainable talent pipelines. The role owns recruitment searches from initial intake through offer, providing hiring managers with informed guidance on candidate availability, compensation expectations, market conditions, and competitive talent dynamics.

The position leverages SuccessFactors Recruiting Management (RCM) to optimize recruitment workflows, maintain data quality, improve process efficiency, and generate recruitment insights. It also supports the standardization and continuous improvement of system-driven processes while contributing to talent pipeline development, workforce planning, and hiring strategy.

This role requires demonstrated energy-sector recruiting expertise, strong technical recruiting capability, sophisticated sourcing skills, system proficiency, and the ability to integrate recruitment processes with data-driven market insights. The role contributes to organizational capability, employee lifecycle management, and people-related governance by aligning HR processes, business needs, workforce planning, and employee experience across the organization.

Key Responsibility

• Lead end-to-end recruitment with a focus on onshore power EPC projects, supporting engineering, procurement, construction, commissioning, and project execution.
• Partner with Project Directors, Project Managers, Engineering/Construction Managers, and functional leaders to define staffing plans, critical roles, technical requirements, and workforce priorities.
• Develop recruitment strategies aligned with project schedules, manpower plans, mobilization needs, and key milestones to ensure timely hiring.
• Recruit specialized talent across engineering, project management, construction, commissioning, procurement, project controls, HSE, quality, and technical disciplines.
• Build targeted pipelines for senior and hard-to-fill roles, including Engineering Managers, Senior/Principal Engineers, Project Managers, Construction Managers, Commissioning Leads, and Project Controls professionals.
• Conduct market mapping, direct sourcing, and headhunting across the power EPC talent market, including passive candidates.
• Partner with technical leaders to align job requirements, competencies, certifications, project experience, and candidate profiles with project needs.
• Provide market intelligence on talent availability, compensation, notice periods, geographic talent pools, competitor activity, and hiring trends.
• Advise leadership on recruitment feasibility, talent availability, sourcing strategies, compensation, and hiring timelines to support workforce planning.
• Maintain pipelines across power generation, substations, transmission, electrical, civil/structural, mechanical, instrumentation & controls, balance of plant, and commissioning disciplines.
• Manage multiple concurrent searches from intake through sourcing, screening, interviews, offers, negotiations, and successful close.
• Develop candidate engagement strategies that communicate project scope, technical complexity, work environment, and career opportunities.
• Collaborate with HR, compensation, project leadership, and functional teams to ensure competitive, market-aligned offers.
• Leverage SuccessFactors Recruiting Management (RCM) to manage requisitions, workflows, candidate data, reporting, and hiring activity.
• Maintain strong knowledge of the onshore power EPC labor market, competitors, technical talent pools, emerging skills, and geographic workforce considerations while ensuring a compliant, high-quality candidate experience.

Qualification

• Minimum 5-8 years of professional talent acquisition/recruiting experience either in-house or in an agency environment, with significant experience managing end-to-end recruitment processes.
• Minimum 2-3 years of recruiting experience within power or energy EPC sectors.
• Demonstrated experience recruiting senior, principal-level, and highly specialized engineers and technical professionals.
• Proven success developing proactive sourcing strategies, talent maps, and candidate pipelines for difficult-to-fill positions.
• Strong passive-candidate sourcing and headhunting skills, with the ability to identify, approach, engage, and convert candidates who are not actively looking for new opportunities.
• Experience with SuccessFactors Recruiting Management (RCM) or a comparable applicant tracking/recruiting system.
• Demonstrated ability to understand technical recruiting requirements and calibrate candidate profiles and technical qualifications with engineering leaders and hiring managers.
• Proven ability to independently own searches from intake through offer, including sourcing strategy, candidate management, stakeholder communication, negotiation, and closing.
• Strong understanding of talent market trends, labor dynamics, technical skill availability, compensation expectations, and industry hiring practices.
• Ability to advise hiring managers on candidate availability, compensation, market conditions, competitive talent dynamics, and realistic hiring expectations.
• Experience working in a project-based or EPCI(O) environment preferred.
• Strong stakeholder management, influencing, communication, and problem-solving capabilities.
• Strong analytical capability and demonstrated ability to use recruiting data and market intelligence to improve hiring outcomes.

Diversity and Inclusion

Hanwha believes that diversity and inclusion are vital to our success. We believe that by embracing different ideas and approaches, we enhance our ability to deliver the best results for our employees, our environment, and ultimately our business partners and customers. We foster a culture where all colleagues are able to share their passions and ideas in order that we may collectively embrace and overcome the challenges in our industry, and work toward a brighter future.