Seaboard Marine
Workforce Planning & Talent Acquisition Specialist
Seaboard Marine, Miami, Florida, United States, 33101
Workforce Planning And Talent Acquisition Specialist
Position at Seaboard Marine Long-term employment with opportunities for growth. We offer excellent benefits including: 401(K) Retirement Saving Plan w/ Employer Match Low-Cost Health, Dental & Vision insurance (Starting DAY ONE) Tuition & Certification Reimbursement Paid Time Off
(15 Days; prorated before 1st year) Parental Leave Paid holidays Position Summary
The Workforce Planning and Talent Acquisition Specialist is responsible for developing and implementing strategic workforce planning initiatives that align with the organization's long-term business objectives. This role involves synchronizing talent acquisition and retention efforts to ensure the right people are in the right roles at the right time. This position will leverage data-driven insights and forward-thinking methodologies to anticipate future workforce needs and build a sustainable talent pipeline. The position supports high-level recruitment and broader HR functions to ensure strategic talent management and organizational continuity. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Geographic Region: Please note that applicants outside the geographic region for the position applied for will not be considered. Qualifications
Required: Minimum of four (4) years of recent experience in workforce planning and talent acquisition, with demonstrated expertise in full-cycle recruitment, talent pipeline development, and supporting strategic hiring initiatives, including senior and executive-level recruitment. Experience coordinating internship programs and engaging with academic/technical institutions. Experience or familiarity with succession and transition planning, including skills gap analysis and training needs assessment. Must have advanced communication skills (speak, read, and write) in English and Spanish, in order to communicate at different levels throughout the company, with external organizations, candidates, and collaborate with overseas offices. Familiarity with HRIS Systems and workforce planning tools Intermediate to advanced skills in programs such as MS Word, Excel and Outlook. Ability to collaborate across diverse teams and locations, fostering strong employee relations while partnering with management to drive HR and business initiatives. Skilled in building and maintaining productive partnerships with colleagues, academic institutions, and organizations to support organizational success. Proactive problem-solving skills and strategic mindset. Strong logical thinking and independent judgment within established systems and procedures, with the ability to adapt to different work situations and make sound decisions. Ability to work independently with limited supervision, multitask effectively, and demonstrate strong initiative in a fast-paced environment. Strong organizational and time management skills, with the ability to prioritize tasks, stay detail-oriented, and manage multiple projects efficiently. Possess high energy level, comfortable performing multifaceted projects in conjunction with normal activities. Willingness and ability to travel domestically up to 15% of the time, as needed. Ability to work a flexible schedule, extended hours, holidays, and/or weekends as needed. Must have or be able to obtain a TWIC card within 30 days of employment. Preferred: Experience working in multicultural work environments. Knowledge of OFCCP and EEOC requirements. Bachelor's Degree in an HR, Business, or related field. Duties And Responsibilities
Primary: Partner with leadership in the coordination of succession and transition planning efforts domestically and with outport offices. Develop and implement workforce planning strategies that align with business objectives. Utilize data-driven insights to anticipate future workforce needs and address current workforce gaps. Assess workforce composition across departments, locations, and divisions to anticipate talent gaps caused by retirements and employee rotation. Utilize workforce analytics to identify succession needs and proactively address leadership shortages. Conduct skills gap analyses to support leadership transitions and future workforce development. Create structured succession and transition plans to maintain continuity in key positions. Collaborate with leadership and HR teams to implement a sustainable and cohesive approach to workforce planning, talent acquisition, and succession strategies. Partner with HR leadership to evaluate internal talent for managerial and critical roles, ensuring readiness and alignment with organizational goals. Monitor and refine succession frameworks based on workforce trends and evolving business needs. Support leadership training efforts by collaborating with the Training team to develop targeted programs. Talent Acquisition & Retention: Develop targeted recruitment strategies to attract top-tier talent. Assess candidates for cultural fit and skills alignment using behavioral interviewing techniques. Manage the end-to-end recruitment process, including sourcing and interviewing for senior-level roles, including high-level and sensitive positions such as HR, IT and Accounting, while ensuring compliance with OFCCP and EEOC regulations and following internal procedures. Lead outreach recruitment initiatives such as job fairs, internship programs, and partnerships with academic and technical institutions. Build and maintain relationships with universities, colleges, and technical schools to strengthen talent pipelines and create a steady stream of candidates for workforce gaps. Ensure proper documentation and completion of recruitment files in alignment with regulatory requirements. Stay current on OFCCP and EEOC compliance to uphold best practices in hiring and succession planning. Monitor and analyze retention metrics to identify trends and areas for improvement. Develop and maintain relationships with key talent to ensure long-term retention. Secondary: Contribute to HR projects focused on talent management, workforce planning, and organizational development. Perform additional related duties as assigned to support HR initiatives. Physical Requirements
While performing the duties of this job, the employee is regularly required to sit and use his/her fingers. The employee frequently is required to talk and/or hear. The employee is interchangeably required to sit, stand and walk. The employee must occasionally lift and/or move up to 10 pounds. Ability to communicate (read and write) effectively in a business environment. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Safety Requirements
Report safety hazards. Immediately report incidents involving injury, illness, or property damage. Wear protective PPE (Personal Protective Equipment) as instructed or necessary. Comply with all company safety policies, procedures, and rules. Refuse any unsafe task or operation. Participate in safety meetings and training. Be constantly aware of their personal safety and that of their coworkers. Supervision Received And Exercised
This position reports directly to the Director of Human Resources for strategic direction and overall guidance and works in close partnership with the HR Manager on recruitment and talent-related initiatives. This position does not exercise supervision over any other roles. Conditions
Frequently indoors office, with controlled temperature environment. The noise level in the work environment when working in the office is usually moderate due to telephones and employees that approach the department. Domestic travel up to 1015% may be required. Occasional work in outdoors environment during recruitment events, while driving to meet with external organizations, or when visiting domestic or outport offices. Exposed to weather elements and non-controlled temperature intermittently. Occasional work throughout port Terminal facilities, exposed to dust, fumes, and airborne particles, toxic or caustic chemicals. The employee occasionally works near moving vehicles/trucks/equipment and/or mechanical parts. The noise level in the work environment may be moderate to loud depending on the area when work is performed in outdoor environment. Disclaimer
We are an Equal Opportunity Employer. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy,
Position at Seaboard Marine Long-term employment with opportunities for growth. We offer excellent benefits including: 401(K) Retirement Saving Plan w/ Employer Match Low-Cost Health, Dental & Vision insurance (Starting DAY ONE) Tuition & Certification Reimbursement Paid Time Off
(15 Days; prorated before 1st year) Parental Leave Paid holidays Position Summary
The Workforce Planning and Talent Acquisition Specialist is responsible for developing and implementing strategic workforce planning initiatives that align with the organization's long-term business objectives. This role involves synchronizing talent acquisition and retention efforts to ensure the right people are in the right roles at the right time. This position will leverage data-driven insights and forward-thinking methodologies to anticipate future workforce needs and build a sustainable talent pipeline. The position supports high-level recruitment and broader HR functions to ensure strategic talent management and organizational continuity. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Geographic Region: Please note that applicants outside the geographic region for the position applied for will not be considered. Qualifications
Required: Minimum of four (4) years of recent experience in workforce planning and talent acquisition, with demonstrated expertise in full-cycle recruitment, talent pipeline development, and supporting strategic hiring initiatives, including senior and executive-level recruitment. Experience coordinating internship programs and engaging with academic/technical institutions. Experience or familiarity with succession and transition planning, including skills gap analysis and training needs assessment. Must have advanced communication skills (speak, read, and write) in English and Spanish, in order to communicate at different levels throughout the company, with external organizations, candidates, and collaborate with overseas offices. Familiarity with HRIS Systems and workforce planning tools Intermediate to advanced skills in programs such as MS Word, Excel and Outlook. Ability to collaborate across diverse teams and locations, fostering strong employee relations while partnering with management to drive HR and business initiatives. Skilled in building and maintaining productive partnerships with colleagues, academic institutions, and organizations to support organizational success. Proactive problem-solving skills and strategic mindset. Strong logical thinking and independent judgment within established systems and procedures, with the ability to adapt to different work situations and make sound decisions. Ability to work independently with limited supervision, multitask effectively, and demonstrate strong initiative in a fast-paced environment. Strong organizational and time management skills, with the ability to prioritize tasks, stay detail-oriented, and manage multiple projects efficiently. Possess high energy level, comfortable performing multifaceted projects in conjunction with normal activities. Willingness and ability to travel domestically up to 15% of the time, as needed. Ability to work a flexible schedule, extended hours, holidays, and/or weekends as needed. Must have or be able to obtain a TWIC card within 30 days of employment. Preferred: Experience working in multicultural work environments. Knowledge of OFCCP and EEOC requirements. Bachelor's Degree in an HR, Business, or related field. Duties And Responsibilities
Primary: Partner with leadership in the coordination of succession and transition planning efforts domestically and with outport offices. Develop and implement workforce planning strategies that align with business objectives. Utilize data-driven insights to anticipate future workforce needs and address current workforce gaps. Assess workforce composition across departments, locations, and divisions to anticipate talent gaps caused by retirements and employee rotation. Utilize workforce analytics to identify succession needs and proactively address leadership shortages. Conduct skills gap analyses to support leadership transitions and future workforce development. Create structured succession and transition plans to maintain continuity in key positions. Collaborate with leadership and HR teams to implement a sustainable and cohesive approach to workforce planning, talent acquisition, and succession strategies. Partner with HR leadership to evaluate internal talent for managerial and critical roles, ensuring readiness and alignment with organizational goals. Monitor and refine succession frameworks based on workforce trends and evolving business needs. Support leadership training efforts by collaborating with the Training team to develop targeted programs. Talent Acquisition & Retention: Develop targeted recruitment strategies to attract top-tier talent. Assess candidates for cultural fit and skills alignment using behavioral interviewing techniques. Manage the end-to-end recruitment process, including sourcing and interviewing for senior-level roles, including high-level and sensitive positions such as HR, IT and Accounting, while ensuring compliance with OFCCP and EEOC regulations and following internal procedures. Lead outreach recruitment initiatives such as job fairs, internship programs, and partnerships with academic and technical institutions. Build and maintain relationships with universities, colleges, and technical schools to strengthen talent pipelines and create a steady stream of candidates for workforce gaps. Ensure proper documentation and completion of recruitment files in alignment with regulatory requirements. Stay current on OFCCP and EEOC compliance to uphold best practices in hiring and succession planning. Monitor and analyze retention metrics to identify trends and areas for improvement. Develop and maintain relationships with key talent to ensure long-term retention. Secondary: Contribute to HR projects focused on talent management, workforce planning, and organizational development. Perform additional related duties as assigned to support HR initiatives. Physical Requirements
While performing the duties of this job, the employee is regularly required to sit and use his/her fingers. The employee frequently is required to talk and/or hear. The employee is interchangeably required to sit, stand and walk. The employee must occasionally lift and/or move up to 10 pounds. Ability to communicate (read and write) effectively in a business environment. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Safety Requirements
Report safety hazards. Immediately report incidents involving injury, illness, or property damage. Wear protective PPE (Personal Protective Equipment) as instructed or necessary. Comply with all company safety policies, procedures, and rules. Refuse any unsafe task or operation. Participate in safety meetings and training. Be constantly aware of their personal safety and that of their coworkers. Supervision Received And Exercised
This position reports directly to the Director of Human Resources for strategic direction and overall guidance and works in close partnership with the HR Manager on recruitment and talent-related initiatives. This position does not exercise supervision over any other roles. Conditions
Frequently indoors office, with controlled temperature environment. The noise level in the work environment when working in the office is usually moderate due to telephones and employees that approach the department. Domestic travel up to 1015% may be required. Occasional work in outdoors environment during recruitment events, while driving to meet with external organizations, or when visiting domestic or outport offices. Exposed to weather elements and non-controlled temperature intermittently. Occasional work throughout port Terminal facilities, exposed to dust, fumes, and airborne particles, toxic or caustic chemicals. The employee occasionally works near moving vehicles/trucks/equipment and/or mechanical parts. The noise level in the work environment may be moderate to loud depending on the area when work is performed in outdoor environment. Disclaimer
We are an Equal Opportunity Employer. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy,