Talent Acquisition Manager

We are a leading company in the wireless broadband communications industry looking for talented professionals with a winning attitude.

Job Description

• 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.
• Create standardized requisition intake, interview guides, selection criteria, approval workflows, offer templates, pre-employment checklists and recruiting SOPs.
• 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.
• Manage recruiting budget, agency spend, job-board spend, relocation/recruiting incentives, and cost-per-hire reporting.
• 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.
• English/Spanish bilingual capability strongly preferred.
• Experience with Workday Recruiting or comparable ATS; strong Excel/Power BI reporting capability desirable.
• Ability to work in a fast-changing greenfield environment with high accountability and cross-functional dependencies.

• Talent market intelligence
• Data-based decision-making
• Influence and hiring-manager partnership
• High-volume execution discipline
• Vendor negotiation
• Candidate experience and employer branding
• Ethics and confidentiality

• Define recruiting channels, sourcing tactics, hiring-event calendar and recruiter workload within the approved staffing plan and budget.
• Recommend use of staffing vendors, recruiting agencies, job boards and incentives; manage performance against approved contracts.
• Stop or escalate selection practices that create legal, ethical, compensation or candidate-experience risk.
• Recommend hiring-process changes and recruiting capacity increases when demand cannot be met with current resources.
• Maintain recruiting metrics and formally escalate launch-critical staffing risks.

• Communication must be timely, accurate, inclusive, legally appropriate and consistent with WNC employer-brand standards.

Education

Work Experience

Language

Skills