Talent Acquisition Partner (Bilingual English/Spanish)
Job Category: General & Administrative – Human Resources
Job Classification: G&A Human Resources
Reports To: Director of Talent Acquisition
Location: Shelbyville, KY.
Compensation: $32hr - $35hr (depending on experience)
Position Overview
The Talent Acquisition Partner (TAP) is a full-cycle, high-volume recruiting professional responsible for hiring entry-level production employees across multiple facilities and shifts. This position manages an assigned requisition load and is accountable for delivering approximately seven hires per week, or 30 hires per month , for positions such as soil sort, dry fold, and other production roles.
Most positions do not require previous experience. Recruiting efforts therefore focus on identifying dependable candidates with strong attendance, reliable transportation, shift availability, and the ability to meet the physical demands of the work.
Working closely with plant managers, supervisors, and site HR teams, the Talent Acquisition Partner turns staffing requirements into successful hires, guides candidates from application through their first day of work, and helps transition recruiting from third-party staffing agencies to a more efficient, measurable in-house process.
Key Responsibilities
Full-Cycle, High-Volume Recruiting
Manage an assigned requisition load of entry-level production positions across multiple facilities and shifts, consistently targeting approximately seven hires per week.
Oversee the complete recruiting process, including job postings, sourcing, applicant screening, interview scheduling, plant tours, offers, pre-employment screening, and start-date coordination.
Contact applicants promptly and maintain consistent communication to move candidates efficiently through each stage of the hiring process.
Conduct structured phone screens to assess shift availability, transportation, reliability, and overall suitability for the position.
Clearly communicate job duties, schedules, pay, work environment, and physical requirements so candidates understand the position before accepting an offer.
Coordinate interviews and facility tours with hiring managers, including on-site interview days and same-day hiring events when appropriate.
Extend offers within approved guidelines, coordinate background checks and drug screenings, and confirm start dates with candidates and facility leadership.
Recruit for reliability, attendance, and willingness to learn, creating opportunities for first-time workers, career changers, and individuals re-entering the workforce.
Candidate Sourcing and Pipeline Development
Build and maintain ongoing candidate pipelines for recurring production positions.
Develop proactive recruiting strategies to support second-shift, third-shift, weekend, and seasonal staffing needs.
Source candidates through job boards, text recruiting, social media, applicant tracking system (ATS) databases, employee referrals, and direct outreach.
Identify effective recruiting channels and adjust sourcing strategies based on hiring results and candidate availability.
Hiring Manager and Facility Partnerships
Serve as the primary recruiting contact for plant managers, supervisors, and site HR teams within assigned locations.
Conduct intake conversations for new requisitions to confirm departments, shifts, pay rates, physical requirements, and interview procedures before positions are posted.
Participate in regular staffing meetings to review open positions, candidate pipeline activity, upcoming starts, and potential attrition risks.
Maintain accountability for timely interviews and hiring decisions while coaching managers on structured interviewing and consistent selection practices.
Escalate recruiting delays, staffing challenges, and process issues to the Director of Talent Acquisition.
Coordinate the transition from accepted offer to first day worked, partnering with HR and Operations to reduce candidate no-shows and early…