Talent Partner - Service Operations

Position Scope:

The Chattanooga Service Operations Recruiting Partner is a strategic talent acquisition partner responsible for attracting, engaging, and hiring highly skilled heavy equipment and/or generator technicians and other business talent to support the organization’s service operations. This role leads technician and skilled trades recruiting strategy across multiple locations, including ownership of the ThinkBIG pipeline, experienced technician hiring, and workforce development partnerships. With a strong understanding of the skilled trades market, this individual partners closely with service leadership to anticipate workforce needs, build sustainable talent pipelines, and deliver high-quality hires that drive operational success while enhancing the company’s employer brand.

General Knowledge and Skill:

• Advanced proficiency in ATS platforms (Paylocity, Workday, etc.) and sourcing tools like LinkedIn Recruiter.
• Strong consultative communication skills with the ability to influence hiring decisions and build credibility with senior leaders.
• Proven ability to recruit for skilled trades roles, with a deep understanding of technician talent markets.
• Strong relationship-building skills with technical candidates, instructors, and business leaders.
• Exceptional organizational and time management skills, with the ability to manage high-volume and hard-to-fill roles.
• Experience leveraging recruitment metrics and labor market data to drive strategy and continuous improvement.

Qualifications:

• Associates Degree or Technical School; Bachelor’s degree in Human Resources, Business, Communications, or related field preferred
• Bilingual communication skills are a plus
• Professional certifications preferred (CSP, LinkedIn Recruiter, SHRM)

Essential Job Functions:

Strategic Talent Sourcing & Recruitment

• Lead full-cycle recruitment for service technician roles across multiple service locations, including sourcing, screening, interviewing, offer negotiation and onboarding.
• Develop and execute proactive sourcing strategies to attract diesel, heavy equipment, and advanced technician talent.
• Build and maintain strong pipelines of both active and passive candidates.
• Serve as a subject matter expert on technician hiring trends, compensation benchmarks, and competitive intelligence.
• Partner closely with service leadership to prioritize hiring needs and develop targeted recruiting plans.
• Deliver a high-touch, professional candidate experience for both entry-level and experienced hires.
• Re-engage and nurture past applicants and passive talent communities.

ThinkBIG Program Leadership

• Own and scale the ThinkBIG technician pipeline strategy across all service areas.
• Build long-term partnerships with high schools, technical programs, and workforce development organizations.
• Represent the organization at career events, signing days, and community outreach initiatives.
• Collaborate with leadership to align program growth with long-term workforce planning needs.

Technical School & Workforce Pipeline Strategy:

• Develop and manage strategic partnerships with technical colleges and trade schools.
• Lead campus and program recruiting strategies, including events, instructor engagement, and student outreach.
• Build sustainable pipelines to meet current and future technician hiring demands.
• Evaluate partnership effectiveness and continuously refine outreach strategies.

Experienced Technician/Operations Recruitment:

• Lead recruitment efforts for highly skilled and hard-to-fill technician roles.
• Partner with service managers to define technical requirements, skill gaps, and hiring priorities.
• Conduct in-depth candidate evaluations, including technical screening and cultural alignment.
• Guide compensation discussions and support competitive offer development.

Collaboration and Reporting

• Act as a trusted advisor to service leadership on workforce planning and hiring strategies.
• Collaborate with HR and leadership to streamline hiring processes and improve outcomes.
• Maintain accurate and compliant records within the ATS.
• Analyze and report on key recruitment metrics, including time-to-fill, pipeline health, and source effectiveness.
• Use data-driven insights to identify trends, gaps, and opportunities for improvement.
• Ensure accuracy and integrity of candidate data and requisition management.

Interview Management

• Implement structured interview processes for technician roles.
• Partner with hiring managers to develop consistent evaluation criteria and selection processes.
• Ensure efficient scheduling, coordination, and communication throughout the interview process.
• Coach hiring managers on best practices for interviewing technical talent.

Employer Branding

• Lead targeted employer branding initiatives focused on technician recruitment.
• Promote career pathways, apprenticeship success stories, and growth opportunities.
• Partner with marketing/HR teams to develop campaigns that position the company as a top employer for skilled trades talent.

Problem-Solving

Proactively address recruiting challenges such as talent shortages, geographic constraints, and competition for skilled labor using creative and data-driven solutions.

Leadership Responsibilities

While this role does not include direct reports, the individual will:

• Lead technician recruiting strategy across the organization.
• Drive continuous improvement in recruiting processes, tools, and outcomes.
• Identify and implement innovative sourcing strategies and partnerships.
• Mentor peers and share best practices in skilled trades recruiting.
• Take ownership of key initiatives and drive them to completion with minimal oversight.
• Communicate progress, challenges, and results to senior stakeholders.
• Champion a proactive and strategic approach to talent acquisition.

Physical and Mental Requirements:

• Sit for long periods of time
• Manual dexterity to operate a computer and other office machines
• Clear and understandable speaking voice for telephone communication
• Ability to lift objects up to 25 pounds
• Occasional stoop, kneel, or crouch
• Correctable vision and hearing

Work Environment:

Work is conducted in both office and field environments, including frequent travel to service locations, technical schools, and recruiting events. Personal protective equipment must be worn in designated shop areas. Awareness of shop safety practices is required during onsite visits.

This job description is not intended to be all-inclusive, and the employee will also perform other reasonably related business duties as assigned by immediate supervisor and other management as required. Stowers Machinery Corporation reserves the right to revise or change duties as the need arises. This job description does not constitute a written or implied contract of employment.