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Recruiting Manager in Green Bay, WI at WS Packaging

Date Posted: 8/2/2018

Job Snapshot

Job Description

Requisition Number
Recruiting Manager
Green Bay

Role and Responsibilities:
  • Analyze current recruiting practices and suggest innovative improvements based on best practices and previous experience
  • Work with hiring managers and Company leadership to understand the people needs of the business
  • Ensure a strong recruiting pipeline by sourcing both internal and external candidates; work with Plant and Department leadership to identify current employees who have the skills and desire to “move up”
  • Build applicant sources by researching and contacting technical schools, colleges, high schools, community organizations, State Labor Departments, diversity partners, and recruiters
  • Leverage electronic recruiting opportunities including Social Media (LinkedIn, Facebook, Glassdoor, etc.), geo-fencing, and online job boards
  • Establish relationships with industry-focused recruiters; work with VP of HR and Legal Department to facilitate agreements with recruiters / agencies
  • Screen and interview candidates, prepare & extend offers, participate in Employee orientations as appropriate
  • Provide feedback to VP of HR regarding best practices and trends in the recruiting environment, specifically addressing compensation practices, benefits, and perks
  • Ensure compliance standards, including AAP, are maintained in all recruiting activities
  • Partner with HRIS Manager and HR Leadership to maximize functionality of the HRIS Recruiting module
  • Prepare, analyze and present recruiting metrics to HR and Company leadership
  • Maintain memberships with trade / professional organizations related to the Industry and Recruiting
  • Spear-head the Company referral program, making recommendations for updates as appropriate
  • Travel as needed to attend job fairs, recruiting functions, and networking events and to provide support for plant recruiting
 Duties may be changed or additional duties assigned.  To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  The requirements listed above are representative of the knowledge, skill, and/or ability required.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
 Qualifications and Education Requirements:
  • Bachelor’s Degree in Business Administration, Human Resources or related field or equivalent relevant work experience
  • Three to five years of recruiting experience, manufacturing focus preferred
  • PHR or SHRM-CP Certification a plus
 Preferred Skills:
  • Proven sourcing ability
  • Experience with recruitment via Social Media, including LinkedIn, Facebook, Glassdoor, etc.
  • Ability to communicate effectively at all levels of the organization, both verbally and in writing
  • Ability to build strong relationships with Company Leadership, hiring managers, and candidates
  • Exhibits organization, planning, and decision making skills
  • Ability to handle and manage confidential data
  • Flexible and willing to work both independently and as part of a team
  • Experience with Microsoft Office Suite (Outlook, Word, Excel)
  • Experience with online recruiting tools (HRIS-based software, ZipRecruiter, CareerBuilder, etc.)
  • Strong networking skills

Physical Demands:
This position is generally performed in an office setting with frequent interruptions.  While performing the duties of this job, the employee is regularly required to talk or hear.  The employee frequently is required to stand, walk, use hands to finger, handle, or feel, and reach with hands and arms.  Specific vision abilities required for this job include close vision, distance vision, peripheral vision, depth perception and ability to adjust focus.  This position requires the ability to occasionally lift up to 20 pounds. 
The physical demands described above are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.