Talent Acquisition & Onboarding Specialist

Joyce/Dayton Corp•Portland, IN

1d•Onsite

About The Position

We believe great organizations are built one exceptional hire at a time. This role is not about filling seats. It's about nurturing and elevating our culture, strengthening our teams, and ensuring we bring in people who raise the standard for everyone around them. As our Talent Acquisition and Onboarding Specialist, you will own the full talent lifecycle-from proactive sourcing to onboarding-while strengthening the systems that help our teams grow with intention. If you thrive in fast-moving environments, think like an operator, and care deeply about hiring the right way-not the easy way-this role is for you. This role is located in Portland, Indiana and reports to the Vice President of Human Resources.

Requirements

4+ years of recruiting experience; manufacturing preferred
Bachelor's degree preferred
Technological proficiency (ATS platforms, HRIS systems, reporting tools, and sourcing platforms)
Excellent communication and interpersonal skills with ability to connect authentically with diverse audiences
Proven ability to manage multiple requisitions and priorities simultaneously
Experience recruiting for manufacturing floor, production, and engineering roles
Confidence to push back on hiring managers while maintaining positive relationships
Strong organizational and project management skills
Experience with full-cycle recruiting (sourcing through onboarding)
Fast paced, high output mentality with strong work ethic and drive to succeed
A self-starter mindset with a commitment to continuous learning
Willingness to travel approximately 10% for facility visits and career fairs
Trustworthiness- We earn trust through honesty, integrity and reliability.
Adaptable- We are able to maintain effectiveness in a changing environment.
Approachable- We are open minded, friendly, engaging, understanding and empathetic; being comfortable engaging in challenging conversations.
Curious- We improve the organization by seeking information and knowledge to continually grow and learn and reduce moments of uncertainty and ambiguity.

Responsibilities

Lead full-cycle recruiting across departments and locations including sourcing, posting, screening, interviewing, offer, background checks and onboarding top talent.
Proactively source high-caliber candidates using creative, modern strategies.
Set up interviews, coordinate scheduling, and manage candidate logistics
Conduct administrative setup in timekeeping and HR systems for new hires
Build and maintain a forward-looking talent pipeline to support future growth.
Serve as a strategic advisor to hiring managers, clarifying role expectations, competencies, and cultural alignment.
Ensure every candidate experience reflects our standards of excellence and professionalism.
Identify and manage external relationships including strategic search firm relationships, agencies, and universities
Stay abreast of external marketplace/industry trends and implements/shares learnings.
Proactively research and evaluate new sourcing and research ideas or methods to create innovative sourcing strategies which meet the company's needs and standards.
Participate in and oversee other recruitment-based programs, including student outreach efforts, college recruiting, etc.
Build and maintain strong interpersonal relationships with hiring managers, plant leadership, and internal teams
Track and optimize key recruiting metrics: cost per hire, time to fill, and employee retention
Iterate and execute a seamless onboarding experience that accelerates productivity and cultural integration.
Manage the onboarding and orientation process for new employees
Partner with leaders to ensure new hires have clear expectations, training plans, and early wins.
Continuously improve onboarding practices based on feedback and performance outcomes.
Contribute to new hire training initiatives and continuous improvement of development resources.
Improve current recruiting and hiring practices with data-driven insights.
Strengthen interview frameworks, evaluation criteria, and decision-making processes.
Leverage technology to streamline workflows and increase recruiting effectiveness.
Track and report key talent metrics to inform leadership decisions.