Crescentpark
Position Summary
Position Summary
The Talent Acquisition Specialist is responsible for developing and implementing strategic recruitment initiatives to attract and acquire top-tier talent that aligns with the organization's culture and business objectives. This role ensures a seamless hiring process, builds talent pipelines, enhances the candidate’s experience, and contributes to workforce planning and diversity initiatives. The Talent Acquisition Specialist will operate within the outline defined by the Crescent Way’s 3 P’s: Purpose, Process, People. While Building On Our Values To Do it Right, Do it Safe, Do it Well.
Essential Duties And Responsibilities
Safety Doing it Safe – Read and understand the Crescent Safety Playbook.
Promote and maintain a safe, inclusive, and compliant hiring environment throughout the candidate’s lifecycle.
To mitigate risks, ensure all hiring processes follow Crescent policies, equal employment opportunity (EEO), and labor laws.
Stay updated on employment laws and regulations to ensure all recruitment practices are compliant and reflect best practices.
Train hiring managers on bias-free interview practices, safety standards when conducting interviews and onsite tours, and compliance requirements.
Ensure that only safety-conscious people are hired or promoted within Crescent.
Quality Develop and maintain diverse, high-quality talent pipelines for critical roles.
Analyze Targeted Selection Profiles to ensure alignment with role expectations and Crescent goals.
Conduct competency-based interviews to ensure cultural fit, job proficiency, and alignment with role expectations.
Evaluate and report key metrics (e.g., time-to-hire, quality of hire, offer acceptance rates) to monitor the effectiveness of talent acquisition efforts.
Data Integrity – Ensure the complete integrity of all data. Maintain a network providing Crescent with access to talent.
Productivity Manage full-cycle recruitment for both exempt and non-exempt positions, including sourcing, screening, interviewing, and facilitating the selection and hiring process to ensure seamless candidate experience.
Leverage innovative sourcing techniques (e.g., LinkedIn Recruiter, job boards, internal referrals, talent pools) to reduce time-to-fill metrics.
Utilize recruitment tools, systems (Greenhouse, UKG, ATS), and metrics to optimize efficiency and improve workflows.
Ensure a consistent, positive experience for candidates, hiring managers, and onboarding stakeholders.
Promote and hire high-performing People who live our values and align with role cognitive needs using Crescent assessments (e.g., Predictive Index, HBDI, SHL).
Monitor open positions and establish action plans to recruit and fill these positions.
Refine the recruitment process to better gauge candidates’ skills and fit.
Deliver on established timelines for recruitment of external and internal positions.
People Partner with internal stakeholders to identify current and future talent needs.
Serve as a mentor to Site People Generalist and provide guidance on sourcing, screening, and pipeline management.
Enhance employer branding through collaboration with the PG team and Communications (social media, job fairs, career events).
Build relationships with internal teams to support workforce planning and retention strategies.
Partner in the creation and design of hiring marketing materials.
Monitor alignment of Crescent compensation bands within markets and new markets to expand.
Use behavioral and situational interviews and tools (SHL, Predictive Index, HBDI) to improve hire quality.
Promote internal career progression goals where possible.
Collaborate with local organizations and networks to broaden Crescent’s reach.
Encourage leaders and recruiters to grow networks on LinkedIn and share opportunities and thought leadership content.
Customer Value Ensure the talent selection plan for each new hire or promotion is accurate and current.
Build and nurture relationships with potential candidates for future openings to maintain a robust talent pipeline.
Support Crescent branding initiatives and represent Crescent at industry and hiring events.
Provide a world-class candidate experience with timely, transparent, and respectful communication.
Collaborate with hiring managers to set clear expectations, timelines, and structured interview processes.
Support diversity initiatives by implementing strategies to recruit talent with diverse skills and backgrounds.
Ensure onboarding plans are provided for new hires (Levels 3 to 5) and perform post-onboarding follow-up to address issues via CAPA.
Financial Manage recruitment budgets effectively, minimizing external agency reliance while delivering strong results.
Drive cost savings through internal referrals and low-cost sourcing methods, minimizing time-to-fill.
Provide hiring analytics to identify trends and opportunities for cost and process optimization.
Regulatory Operate in full compliance with Crescent hiring processes and state, federal regulations.
Qualifications Education & Experience:
Bachelor’s degree in Human Resources, Business Administration, or a related field.
1 to 3 years of full cycle recruiting experience, including sourcing, interviewing, and managing recruitment processes.
Proficiency with Applicant Tracking Systems (ATS), LinkedIn Recruiter, and other sourcing platforms.
Exceptional written, verbal, and presentation skills to communicate effectively at all organizational levels.
Proficiency with HR data analytics tools to drive data-based decisions.
Strong organizational skills, attention to detail, multitasking ability, and problem-solving under time-sensitive deadlines.
Ability to align recruitment initiatives with long-term workforce goals.
Understanding HR practices and compliance, including employment laws, hiring regulations, and best practices in talent acquisition.
Preferred Qualifications:
Certifications in Talent Acquisition or Human Resources (e.g., SHRM-CP, PHR, AIRS Certified Recruiter).
Experience in managing diverse and inclusive hiring initiatives.
Background in high-volume or specialized recruitment within Manufacturing, Warehousing, Aerospace, or Corporate Services.
3+ years of experience in proactively identifying and implementing creative sourcing strategies.
Strong project management skills to plan and execute multiple hiring initiatives and process improvements within deadlines.
Experience coordinating job fairs and onboarding processes to ensure smooth transitions.
Performance Criteria
High candidate satisfaction rates measured through post-hire surveys.
Positive feedback from hiring managers on recruitment effectiveness and talent quality.
Achievement of hiring targets with focus on time-to-fill and time-to-start.
Improved efficiency in recruitment workflows and process optimization.
Robust talent pipelines and internal promotions where possible.
Reduced recruitment costs through proactive sourcing and referrals.
Application Acknowledgments
By completing this application, you acknowledge eligibility to work in the US.
I am at least 18 years of age or older.
I can perform the essential functions of this position, with or without accommodation.
Pay Range:
$55,000 - $75,000 USD
Seniority level Entry level
Employment type Full-time
Job function
Human Resources
Industries
Packaging & Containers
Note: This job description reflects the information provided and should be considered for accuracy and completeness.
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Position Summary
The Talent Acquisition Specialist is responsible for developing and implementing strategic recruitment initiatives to attract and acquire top-tier talent that aligns with the organization's culture and business objectives. This role ensures a seamless hiring process, builds talent pipelines, enhances the candidate’s experience, and contributes to workforce planning and diversity initiatives. The Talent Acquisition Specialist will operate within the outline defined by the Crescent Way’s 3 P’s: Purpose, Process, People. While Building On Our Values To Do it Right, Do it Safe, Do it Well.
Essential Duties And Responsibilities
Safety Doing it Safe – Read and understand the Crescent Safety Playbook.
Promote and maintain a safe, inclusive, and compliant hiring environment throughout the candidate’s lifecycle.
To mitigate risks, ensure all hiring processes follow Crescent policies, equal employment opportunity (EEO), and labor laws.
Stay updated on employment laws and regulations to ensure all recruitment practices are compliant and reflect best practices.
Train hiring managers on bias-free interview practices, safety standards when conducting interviews and onsite tours, and compliance requirements.
Ensure that only safety-conscious people are hired or promoted within Crescent.
Quality Develop and maintain diverse, high-quality talent pipelines for critical roles.
Analyze Targeted Selection Profiles to ensure alignment with role expectations and Crescent goals.
Conduct competency-based interviews to ensure cultural fit, job proficiency, and alignment with role expectations.
Evaluate and report key metrics (e.g., time-to-hire, quality of hire, offer acceptance rates) to monitor the effectiveness of talent acquisition efforts.
Data Integrity – Ensure the complete integrity of all data. Maintain a network providing Crescent with access to talent.
Productivity Manage full-cycle recruitment for both exempt and non-exempt positions, including sourcing, screening, interviewing, and facilitating the selection and hiring process to ensure seamless candidate experience.
Leverage innovative sourcing techniques (e.g., LinkedIn Recruiter, job boards, internal referrals, talent pools) to reduce time-to-fill metrics.
Utilize recruitment tools, systems (Greenhouse, UKG, ATS), and metrics to optimize efficiency and improve workflows.
Ensure a consistent, positive experience for candidates, hiring managers, and onboarding stakeholders.
Promote and hire high-performing People who live our values and align with role cognitive needs using Crescent assessments (e.g., Predictive Index, HBDI, SHL).
Monitor open positions and establish action plans to recruit and fill these positions.
Refine the recruitment process to better gauge candidates’ skills and fit.
Deliver on established timelines for recruitment of external and internal positions.
People Partner with internal stakeholders to identify current and future talent needs.
Serve as a mentor to Site People Generalist and provide guidance on sourcing, screening, and pipeline management.
Enhance employer branding through collaboration with the PG team and Communications (social media, job fairs, career events).
Build relationships with internal teams to support workforce planning and retention strategies.
Partner in the creation and design of hiring marketing materials.
Monitor alignment of Crescent compensation bands within markets and new markets to expand.
Use behavioral and situational interviews and tools (SHL, Predictive Index, HBDI) to improve hire quality.
Promote internal career progression goals where possible.
Collaborate with local organizations and networks to broaden Crescent’s reach.
Encourage leaders and recruiters to grow networks on LinkedIn and share opportunities and thought leadership content.
Customer Value Ensure the talent selection plan for each new hire or promotion is accurate and current.
Build and nurture relationships with potential candidates for future openings to maintain a robust talent pipeline.
Support Crescent branding initiatives and represent Crescent at industry and hiring events.
Provide a world-class candidate experience with timely, transparent, and respectful communication.
Collaborate with hiring managers to set clear expectations, timelines, and structured interview processes.
Support diversity initiatives by implementing strategies to recruit talent with diverse skills and backgrounds.
Ensure onboarding plans are provided for new hires (Levels 3 to 5) and perform post-onboarding follow-up to address issues via CAPA.
Financial Manage recruitment budgets effectively, minimizing external agency reliance while delivering strong results.
Drive cost savings through internal referrals and low-cost sourcing methods, minimizing time-to-fill.
Provide hiring analytics to identify trends and opportunities for cost and process optimization.
Regulatory Operate in full compliance with Crescent hiring processes and state, federal regulations.
Qualifications Education & Experience:
Bachelor’s degree in Human Resources, Business Administration, or a related field.
1 to 3 years of full cycle recruiting experience, including sourcing, interviewing, and managing recruitment processes.
Proficiency with Applicant Tracking Systems (ATS), LinkedIn Recruiter, and other sourcing platforms.
Exceptional written, verbal, and presentation skills to communicate effectively at all organizational levels.
Proficiency with HR data analytics tools to drive data-based decisions.
Strong organizational skills, attention to detail, multitasking ability, and problem-solving under time-sensitive deadlines.
Ability to align recruitment initiatives with long-term workforce goals.
Understanding HR practices and compliance, including employment laws, hiring regulations, and best practices in talent acquisition.
Preferred Qualifications:
Certifications in Talent Acquisition or Human Resources (e.g., SHRM-CP, PHR, AIRS Certified Recruiter).
Experience in managing diverse and inclusive hiring initiatives.
Background in high-volume or specialized recruitment within Manufacturing, Warehousing, Aerospace, or Corporate Services.
3+ years of experience in proactively identifying and implementing creative sourcing strategies.
Strong project management skills to plan and execute multiple hiring initiatives and process improvements within deadlines.
Experience coordinating job fairs and onboarding processes to ensure smooth transitions.
Performance Criteria
High candidate satisfaction rates measured through post-hire surveys.
Positive feedback from hiring managers on recruitment effectiveness and talent quality.
Achievement of hiring targets with focus on time-to-fill and time-to-start.
Improved efficiency in recruitment workflows and process optimization.
Robust talent pipelines and internal promotions where possible.
Reduced recruitment costs through proactive sourcing and referrals.
Application Acknowledgments
By completing this application, you acknowledge eligibility to work in the US.
I am at least 18 years of age or older.
I can perform the essential functions of this position, with or without accommodation.
Pay Range:
$55,000 - $75,000 USD
Seniority level Entry level
Employment type Full-time
Job function
Human Resources
Industries
Packaging & Containers
Note: This job description reflects the information provided and should be considered for accuracy and completeness.
#J-18808-Ljbffr