Position Summary
The Recruiting & Onboarding Specialist leads full-cycle recruiting and onboarding activities for Harmon’s manufacturing operations. This role has primary responsibility for talent acquisition at our Dallas, Texas plant and also provides recruiting support to the Cincinnati, Ohio plant based on business needs. The position partners closely with hiring managers, plant leadership, and Human Resources to attract, select, hire, and successfully integrate high-quality talent.
This role supports high-volume hourly manufacturing recruitment as well as skilled labor and entry-level management positions. The incumbent owns the candidate and new-hire experience from workforce planning and sourcing through orientation and early employment follow-up, while building consistent, scalable practices across both plants.
Key Responsibilities
Talent Acquisition
- Lead full-cycle recruiting for high-volume hourly manufacturing, manufacturing supervisors, and skilled trades.
- Partner with hiring managers, plant leadership, and HR partners to understand workforce plans, position requirements, business priorities, and ideal candidate profiles.
- Develop and execute recruiting strategies using diverse channels, including online sourcing databases, employee referrals, direct outreach, professional organizations, community partnerships, educational institutions, and recruiting events.
- Build and maintain talent pipelines for recurring, critical, and hard-to-fill roles across Dallas and Cincinnati.
- Conduct candidate sourcing, screening, interviewing, selection coordination, reference checks, and offer support activities.
- Advise hiring managers on labor-market conditions, candidate availability, selection practices, and recruiting approaches.
- Create a timely, consistent, and positive candidate experience throughout the recruiting and hiring process.
- Support employer-branding efforts and represent Harmon at career fairs, hiring events, schools, and community workforce partnerships.
- Manage relationships with staffing when applicable.
- Champion equal employment opportunities and inclusive recruiting practices that attract broad, qualified candidate pools.
Onboarding & New-Hire Experience
- Own and coordinate the onboarding process for employees from accepted offer through successful transition into the workplace.
- Coordinate pre-employment requirements, new-hire communications, documentation, background checks, screenings, and first-day readiness in partnership with HR and hiring managers.
- Facilitate and continuously improve new-hire orientation for hourly and salaried employees.
- Partner with Operations, Safety, Quality, HR, and training resources to coordinate required orientation, site introductions, job-specific training, and compliance activities.
- Develop, maintain, and standardize onboarding materials, checklists, schedules, leader resources, and employee communications across supported plants.
- Track onboarding milestones and completion of required activities, escalating gaps and removing barriers to a successful start.
- Conduct structured new-hire and manager follow-up during the first 30, 60, and 90 days to identify support needs and improve retention.
- Use feedback and early turnover insights to recommend improvements to the recruiting and onboarding experience.
Cross-Site Collaboration & Business Partnership
- Establish strong working relationships and regular communication routines with leaders and HR partners across the Dallas and Cincinnati plants.
- Coordinate priorities across locations, flex recruiting support based on business needs, and provide transparent updates on pipelines, risks, and hiring progress.
- Partner with HR Business Partners on workforce planning, retention, employee experience, and talent initiatives while maintaining clear accountability for recruiting and onboarding activities.
- Share labor-market insights, effective practices, sourcing resources, and process improvements across both plants.
- Travel to Cincinnati and other company locations periodically based on business needs.
Systems, Metrics & Continuous Improvement
- Effectively use the applicant tracking system and related recruiting platforms to manage requisitions, applicants, candidate communication, and hiring activity.
- Maintain accurate, timely, and compliant recruiting and onboarding records.
- Report and analyze key measures such as time to fill, source effectiveness, offer acceptance, candidate flow, onboarding completion, and early retention. Use data, stakeholder feedback, and market trends to improve recruiting strategies and onboarding practices.
- Follow established processes while identifying opportunities for greater consistency, efficiency, and effectiveness.
- Stay current on recruiting technologies, labor-market trends, employment regulations, and relevant best practices.
- Provide general HR support and participate in talent, engagement, and workforce projects as needed.
Experience & Skills
Education
- Bachelor’s or associate degree in Human Resources, Business, Communications, or a related field, or an equivalent combination of education and relevant experience.
Experience
- Two or more years of full-cycle recruiting experience; manufacturing, industrial, distribution, or high-volume operations experience strongly preferred.
- Demonstrated experience recruiting high-volume hourly positions.
- Experience recruiting salaried, professional, or management-level positions preferred.
- Experience coordinating onboarding, new-hire orientation, or first-year employee experience activities preferred.
- Multi-site recruiting experience and prior agency or third-party recruiting experience preferred.
Required Skills
- Strong recruiting acumen, including sourcing, interviewing, candidate assessment, and offer-management skills.
- Ability to build trusted relationships and collaborate effectively with candidates, employees, hiring managers, plant leaders, and HR partners at all levels.
- Excellent written and verbal communication, interpersonal, and customer service skills.
- Strong business acumen and understanding of manufacturing workforce needs, urgency, and operating priorities.
- Proven ability to manage a high-volume workload, competing priorities, changing deadlines, and multiple locations.
- Proficiency with applicant tracking systems and recruiting platforms; experience with Workday Recruiting, Indeed, and LinkedIn Recruiter preferred.
- Knowledge of employment laws, recruiting compliance requirements, and HR policies and practices.
- Ability to use recruiting and onboarding data to identify trends, communicate insights, and recommend action.
- Bilingual proficiency in English and Spanish preferred.
#LI-TV1
Our Benefits
We care about and invest in our employees. We are proud to offer a comprehensive benefits package designed to support their well-being and foster professional development. Here is a glimpse of what you can look forward to if you join our team.
Competitive Benefits Package for employees and their dependents (Medical, Dental, Vision, Life, Disability)
Incentive Plans
401(k) with employer contribution and match
Employee Stock Purchase Plan with employer match
Paid Time Off (Vacation and Sick Time)
Paid Holidays
Tuition Reimbursement Program
Employee Assistance Program (EAP)
Wellness Program
Training and Career Progression
Apogee and our brands are an Equal Opportunity Employer.
Skills Required
- Bachelor's or associate degree in Human Resources, Business, Communications, or a related field, or equivalent education and relevant experience
- Two or more years of full-cycle recruiting experience
- Experience recruiting high-volume hourly positions
- Strong sourcing, interviewing, candidate assessment, and offer-management skills
- Ability to manage high-volume workloads, competing priorities, changing deadlines, and multiple locations
- Proficiency with applicant tracking systems and recruiting platforms
- Knowledge of employment laws, recruiting compliance requirements, and HR policies and practices
- Excellent written and verbal communication and relationship-building skills
- Experience recruiting in manufacturing, industrial, distribution, or high-volume operations
- Experience recruiting salaried, professional, or management-level positions
- Experience coordinating onboarding, new-hire orientation, or first-year employee experience activities
- Multi-site recruiting experience
- Prior agency or third-party recruiting experience
- Experience with Workday Recruiting, Indeed, and LinkedIn Recruiter
- Bilingual proficiency in English and Spanish
Apogee Enterprises Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Apogee Enterprises and has not been reviewed or approved by Apogee Enterprises.
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Equity Value & Accessibility — Ownership via an Employee Stock Purchase Plan with a company match is positioned as a core element of total rewards, enhancing long‑term value beyond base pay. Plan updates and corporate materials emphasize this equity component as a meaningful part of compensation.
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Retirement Support — A 401(k) with employer contribution and match is consistently highlighted, signaling solid support for long‑term savings. Job materials and corporate content frame retirement plans as a key pillar of the package.
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Wellbeing & Lifestyle Benefits — Wellness and mental‑health resources include screenings, flu shots for employees and dependents, and an EAP with multiple counseling visits plus an online CBT tool. These offerings indicate tangible investment in wellbeing beyond core medical coverage.
Apogee Enterprises Insights
What We Do
By definition, Apogee means "highest point." It's no coincidence that it's also the name of our company. For over 70 years it is a name that has inspired and driven us to achieve a higher level of excellence in all we do. We are not satisfied with the status quo. We aim higher, think bigger, and endeavor to create even more value for every Apogee stakeholder. We strive to create peak value. Apogee is a leader in architectural products and services. Our glass and aluminum window, storefront and curtainwall systems make buildings look great, reduce energy consumption, and protect occupants and property. Our highly skilled team designs glass and metal building façades, completes massive orders for skyscrapers on time, and manages complex window, curtainwall and storefront installation projects. We are also a leader in the protection and conservation of all things framed and displayed. Our Tru Vue business provides high-performance glass and acrylic products for the custom framing, fine art, and technical glass markets.
