Recruiting Manager

Essential Duties and Responsibilities

All employees are required to follow all Safety and Quality rules and processes to ensure a safe working environment, and the production of high-quality products.

Talent Acquisition Strategy

• Develop and implement a comprehensive recruitment strategy tailored to the precast concrete manufacturing industry.
• Forecast hiring needs in collaboration with department managers and senior leadership, ensuring alignment with business objectives.
• Establish and maintain talent pipelines for key roles, including production workers, machine operators, engineers, and management positions.
• Manage external recruiters working to streamline costs and value.
• Develop and execute a college recruiting strategy to promote the Tindall name, to foster relationships with colleges and to fill Tindall engineering pipeline positions with new talent.

Full-Cycle Recruitment

• Manage the end-to-end recruitment process, including job postings, sourcing, interviewing, and selection.
• Write and post clear, engaging job descriptions tailored to the unique requirements of the precast concrete manufacturing industry.
• Conduct thorough candidate assessments, including technical skills evaluations and cultural fit interviews.
• Collaborate with hiring managers to ensure timely and effective decision-making.

Sourcing and Employer Branding

• Leverage traditional and non-traditional sourcing channels, such as job boards, industry associations, trade schools, career fairs, and social media platforms.
• Build relationships with local trade schools, apprenticeship programs, and workforce development organizations to attract skilled labor.
• Promote the company's employer brand by showcasing the culture, benefits, and opportunities within the precast concrete manufacturing environment.

Recruitment Metrics and Reporting

• Track and analyze recruitment metrics, such as time-to-fill, cost-per-hire, and quality of hire, to assess the effectiveness of recruiting efforts.
• Prepare and present regular recruitment updates and reports to senior leadership.
• Continuously identify opportunities to improve recruitment processes and reduce time-to-hire.

Team Leadership

• Lead administrative specialist to support recruiting efforts, especially college recruiting efforts.
• Lead and mentor HR staff, fostering a culture of collaboration and accountability.
• Provide training and support to hiring managers on interviewing techniques and candidate evaluation.

Compliance and Best Practices

• Ensure recruitment practices comply with federal, state, and local employment laws, including EEOC and OFCCP regulations.
• Stay informed of industry trends, labor market conditions, and best practices to maintain a competitive edge in talent acquisition.

Retention and Onboarding

• Partner with HR and operations teams to create a seamless onboarding process that fosters employee engagement and retention.
• Support workforce retention efforts by gathering feedback from new hires and ensuring alignment between job expectations and actual work conditions.

Contacts (Internal and External): Internal and External

Work of Others: provide leadership and direction to administrative support.

Job Specifications or Qualifications

Education: Bachelor's degree in Human Resources, Business Administration, or a related field preferred. 6 years of related experience with 3 years in a leadership role will be considered in lieu of a degree.

Experience:

• Minimum of 5 years of experience in recruiting, with at least 2 years in a leadership role.
• Experience recruiting in manufacturing, construction, or a related industry is highly preferred.
• Skills and Abilities
• Strong knowledge of recruiting methods, talent assessment techniques, and applicant tracking systems (ATS).
• Ability to manage multiple priorities in a fast-paced, high-volume hiring environment.
• Excellent communication and interpersonal skills, with the ability to build relationships across all levels of the organization.
• Strategic thinking and problem-solving skills, with a focus on achieving long-term hiring goals.
• Proficiency in Microsoft Office Suite and recruiting software (e.g., LinkedIn Recruiter, Indeed, or similar).

Competencies and Proficiencies

Proficiencies:

1 - Beginner skill - introductory level, requires guidance/ review

2 - Basic skill - possesses rudimentary skill level with ability to act independently

3 - Intermediate skill - possesses basic capabilities to perform key skill elements independently

4 - Experienced skill - possesses thorough skill level and can train/ mentor others

5 - Expert skill - possesses advanced skill level and is a "go-to" resource for expertise

Tindall Values

Traits

Proficiency

Integrity

Honest/Transparent, Corporate Citizen, Customer Focused, Ethical

3

Humility

Servant Leaders, Empathetic, Active Listener, Self-Aware, Collaborator

3

Family

Team Player, Employee Focused, Value-based decision maker, Inclusive

3

Can-do Attitude

Motivated, Creative Problem-Solver, Functionally Excellent, Strategic Thinker, Results Driven

3

Growth

Learner, Team Builder, Coach-Coachee, Mentor-Mentee, Continuously Improves

3

Experienced Skills Required:

Competency

Proficiency

Interpersonal skills

Verbal and written communication

Database software

Inventory Software

Word and Spreadsheet software

Knowledge of precast/prestress manufacturing process

Ability to read Engineering drawings and details

Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is continually required to sit, use hands, talk, and hear; occasionally required to stand, walk; seldom required to drive, climb, stoop/kneel. The employee must occasionally lift and/or move up to ten pounds; seldom 25 pounds or more.

Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

This position is an office position and will occasionally face adverse working conditions in the plant and will be exposed to dirt, noise, fumes, heat, cold, etc.

Travel Required: Minimal, support recruiting efforts and hiring managers.

The above statements reflect the general details considered necessary to describe the principal functions of the occupation and shall not be construed as detailed descriptions of all the work requirements that may be inherent in the occupation.

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