Bachelor's degree in HR, Business, Psychology, Communications, or related field.
7-10 years of progressive talent acquisition experience, with 3+ years in manufacturing or greenfield environments.
Experience in direct-labor mass hiring and professional/engineering recruiting.
Knowledge of U.S. recruiting compliance and processes, including EEO and FCRA.
Strong agency management and recruiting analytics skills.
Bilingual in English and Spanish preferred, especially for the El Paso market.
Experience with Workday Recruiting or similar ATS, and strong Excel/Power BI skills.
Responsibilities
Build and execute the talent acquisition strategy for the El Paso greenfield launch.
Own recruiting capacity planning for various roles and maintain relevant dashboards.
Design the mass-hiring operating model, including job fairs and community outreach.
Lead professional and leadership recruiting, focusing on key technical roles.
Develop an employer-branding and sourcing strategy tailored to the El Paso area.
Govern agency/vendor selection and ensure compliance with recruiting processes.
Create standardized recruiting materials and ensure hiring managers are trained on best practices.
Benefits
Opportunity to shape the talent acquisition strategy for a new facility.
Engagement with local educational institutions and community organizations.
Potential for career advancement in a high-volume recruiting environment.
Collaboration with cross-functional teams to enhance candidate experience.
Access to a diverse candidate pool in a competitive labor market.
Full Job Description
Job Description Main duties, responsibilities, and expectations
Build and execute the talent acquisition strategy for the El Paso greenfield launch, translating the approved workforce plan into quarterly/monthly hiring waves by function, skill, shift and source.
Own recruiting capacity planning for direct labor, technical, engineering, professional and leadership roles; maintain demand, funnel, aging, conversion, yield and time-to-fill dashboards.
Design the mass-hiring operating model for direct labor, including job fairs, hiring events, community outreach, staffing agencies, contingent labor, referral programs and rapid onboarding coordination
Lead professional and leadership recruiting for directly or through assigned recruiters/agencies, with particular focus on manufacturing engineering, automation, quality, supply chain, IT/DMIS, finance and plant leadership.
Build an El Paso employer-branding and sourcing strategy using Workforce Solutions Borderplex, UTEP, EPCC, regional high schools/technical programs, social platforms and community organizations.
Benchmark candidate supply, wage competitiveness and competing employers and provide data-based recommendations on pay, shift premiums, sign-on incentives and sourcing investments.
Govern agency/vendor selection, commercial terms, service-level expectations, candidate ownership, compliance, conversion terms and quality metrics.
Ensure compliant recruiting processes under federal and Texas requirements, including EEO/non-discrimination, ADA/PWFA considerations, lawful job requirements, FCRA background-check procedures, drug-testing policy, I-9/E-Verify handoff and record retention.
Partner with HR and immigration counsel to identify roles/candidates appropriate for TN, L-1 or other authorized work strategies; ensure recruiting never promises immigration outcomes outside approved policy.
Ensure hiring managers and interviewers are trained on structured interviewing, lawful selection practices, bias mitigation, candidate experience and WNC competencies.
Embed WNC core competencies into selection criteria and interview questions appropriate to each level.
Coordinate closely with HR Operations, payroll, benefits, IT, Facilities, Security, EHS, and L&D to ensure candidates can be processed, equipped, oriented, and trained at the required pace.
Own candidate experience and pre-boarding communications, including bilingual materials where appropriate for the El Paso labor market.
Develop internal-mobility and candidate pipelines while maintaining transparent eligibility criteria and coordinating cross-border transfer requirements.
Create contingency hiring plans for launch-critical roles and maintain succession/back-up candidate slates for roles that could constrain equipment installation, qualification or production start.
Lead, coach and develop recruiters'/TA specialists and temporary recruiting support as the hiring volume expands.
Participate in workforce-readiness reviews and escalate labor-market, pay, capacity or process risks early to the North America HR Leader and MIA project team.
Perform other recruiting and workforce-readiness duties inherent to the role according to launch needs.
Knowledge, Education and Experience
Bachelor's degree in human resources, Business, Psychology, Communications or related field.
Minimum 7-10 years of progressive talent acquisition experience, including 3+ years leading recruiting programs or teams in manufacturing, high-volume, technical or greenfield environments.
Demonstrated experience with direct-labor mass hiring and professional/engineering recruiting.
Knowledge of U.S. recruiting compliance, EEO, ADA/PWFA recruiting implications, FCRA background checks, drug-testing governance and I-9/E-Verify process handoffs.
Strong knowledge of agency management, sourcing, recruiting analytics, structured interviewing and candidate funnel management.
Experience recruiting in El Paso/Borderplex or similar competitive manufacturing labor markets strongly preferred.
