Talent Acquisition

Key Roles in Talent Acquisition (Manufacturing-Specific)

1. Talent Acquisition Specialist/Recruiter

2. Talent Acquisition Manager/Lead

3. HR Business Partner (with TA focus)

4. Workforce Planning Analyst

5. Campus Recruiter / Trade School Liaison

6. Diversity and Inclusion Specialist (TA support)

Core Responsibilities

1. Workforce Planning

- Collaborate with operations and plant managers to forecast staffing needs.

- Analyze current workforce trends and retirement projections.

- Plan for peak production periods and shift-based labor requirements.

2. Development

- Create accurate, compliant, and appealing job descriptions for roles ranging from machine operators to engineering staff.

- Customize for union vs. non-union environments, safety certifications, etc.

3. Sourcing Candidates

- Use multiple channels: job boards, trade schools, local community colleges, staffing agencies, job fairs, and internal referrals.

- Partner with vocational programs and military transition initiatives.

- Focus on blue-collar and skilled trades pipelines.

4. Screening and Interviewing

- Conduct skill-based screening for technical roles (e.g., CNC operators, welders).

- Use structured interviews and assessments to evaluate cultural and safety fit.

- Coordinate pre-employment tests, such as mechanical aptitude or physical ability tests.

5.



Compliance and Documentation

- Ensure recruitment processes comply with labor laws (e.g., OSHA, EEO, FMLA).

- Maintain documentation for audits and union negotiations (where applicable).

6. Employer Branding

- Promote the manufacturing facility as an employer of choice.

- Highlight safety culture, career development, and modern technologies.

- Create campaigns to attract younger talent to trades.

7. Onboarding Support

- Coordinate with HR and operations to ensure smooth onboarding.

- Schedule safety training, PPE distribution, and orientation sessions.

- Support early retention initiatives for current hires.

8. Data & Metrics

- Track time-to-fill, cost-per-hire, quality-of-hire, and retention rates.

- Use data to improve hiring processes and talent pipelines.

9. Retention & Internal Mobility

- Collaborate with learning and development for career progression paths.

- Identify high-potential internal candidates for upskilling or promotion.

- Reduce turnover by hiring for long-term fit.

Challenges Unique to Manufacturing

- Shortage of skilled trades (e.g., electricians, machinists).

- High turnover rates in entry-level roles.

- Competition with logistics and warehouse employers.

- Aging workforce and succession planning needs.

📌 Assistant Manager - Talent Acquisition (Delhi)
🏢 Eastman Auto u0026 Power
📍 Delhi