HR Manager Recruiting Specialist

Microvast; Houston (TX); On-site; USD 140,000 - 190,000; Full time

Job summary

Microvast Holdings, Inc. in Texas is seeking a senior leader to direct enterprise recruiting programs, shaping strategy, governance, and delivery across domestic and global operations. You will align priorities with business needs, guide staffing plans, and ensure a consistent candidate and hiring-manager experience.

You will lead a team of recruiters, partner with HR and business leaders, oversee vendors, and drive data quality, compliance, and cost-effectiveness across the organization.

Qualifications

• Bachelor's degree in HR, business administration, or related field.
• Five to seven years of progressive recruiting experience.
• Three or more years of people leadership in recruiting.
• Experience leading full-cycle recruiting programs and vendor relationships.
• Working knowledge of ADP and recruiting data reporting.
• Knowledge of employment regulations and compliant documentation.
• Strong leadership, negotiation, and stakeholder-management skills across organizational levels.

Responsibilities

• Lead recruiting strategy and annual priorities aligned with workforce demand.
• Partner with business and HR leaders to translate workforce plans into capacity and priorities across roles.
• Establish measurable recruiting goals, monitor progress, and adjust resources or programs as needed.
• Lead, coach, and develop recruiting team members with clear accountabilities.
• Oversee recruiting vendors and service providers to monitor cost, quality, responsiveness, and value.

Skills

Leadership

Recruiting strategy

Stakeholder management

Data analysis

Negotiation

Communication

Education

Bachelor's degree in HR or Business Admin

Tools

ADP

Job description

Microvast Holdings, Inc. (Nasdaq: MVST) is a technology innovator that designs, develops and manufactures lithium-ion battery solutions. Founded in 2006 and headquartered in Stafford, TX, Microvast is renowned for its cutting-edge cell technology and its vertical integration capabilities which extend from core battery chemistry (cathode, anode, electrolyte, and separator) to battery packs. By integrating the process from raw material to system assembly, Microvast has developed a family of products covering a broad breadth of market applications. More information can be found on the corporate website: www.microvast.com

Job Description

Leads the strategy, governance, and delivery of enterprise recruiting programs that build qualified talent pipelines, support workforce plans, and provide a consistent candidate and hiring-manager experience. The role aligns recruiting priorities with business needs, directs recruiting operations and team capability, strengthens compliance and data quality, and improves the cost, speed, and effectiveness of talent acquisition across domestic and global operations.

Responsibilities

Essential functions

Essential functions should be organized by the core skill domains required for the role. Each function should describe a measurable outcome that draws on the identified skills. Each function should describe a measurable outcome that draws on the identified skills.

• Lead recruiting strategy, annual priorities, and delivery plans in alignment with workforce demand, business growth, internal mobility, and retention objectives.
• Partner with business and HR leaders to translate workforce plans into recruiting capacity, sourcing, selection, and hiring priorities across corporate, technical, field, and international roles.
• Establish measurable recruiting goals and service expectations, evaluate progress, and adjust resources or programs to address critical talent gaps.

Team Leadership, Stakeholder Partnership & Vendors

• Lead, coach, and develop recruiting team members through clear accountabilities, workload planning, feedback, capability development, and performance expectations.
• Build trusted partnerships with hiring managers, HR partners, and business leaders by providing market insight, practical recruiting guidance, and transparent status communication.
• Select, negotiate with, and oversee recruiting vendors and employment service providers; monitor cost, quality, responsiveness, contractual performance, and business value.

NON-ESSENTIAL (ADDITIONAL) FUNCTIONS

• Support enterprise HR projects, organizational initiatives, audits, and special workforce programs as assigned.
• Represent the organization at selected recruiting events, professional forums, campus activities, and community partnerships.
• Contribute recruiting expertise to employer-brand, on-boarding, retention, talent development, and workforce-planning initiatives.

Skill

Application in Role

Advanced

Translates business and workforce priorities into scalable recruiting plans, capacity decisions, and measurable outcomes.

Talent Sourcing

Advanced

Directs multi-channel sourcing approaches that build qualified pipelines for varied and difficult-to-fill roles.

Talent Assessment

Advanced

Establishes structured, job-related selection practices and guides sound evaluation and hiring decisions.

Human Resources Systems

Advanced

Governs applicant tracking workflows, recruiting data standards, user practices, and system improvements.

Employment Regulations

Applies employment requirements and company standards to recruiting policies, documentation, and selection practices.

Data Management

Maintains reliable recruiting data and reporting for operational, compliance, and leadership use.

Performance Analysis

Evaluates recruiting activity, pipeline health, service outcomes, and vendor performance to drive improvement.

Negotiates and manages recruiting service providers for quality, cost effectiveness, and value.

Team Management

Advanced

Sets direction, allocates work, coaches recruiters, and builds accountable team capability.

Cross-functional Teamwork

Advanced

Aligns closely with hiring leaders, HR partners, and support functions to resolve recruiting needs.

Advanced

Shapes clear recruiting, candidate, and stakeholder communications across varied audiences.

Budget Development

Supports recruiting budgets, forecasts, vendor spend controls, and resource planning.

Qualifications

MINIMUM QUALIFICATIONS

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
• Five to seven years of progressive recruiting experience, including experience supporting a multi-location or global organization.
• Three or more years of people leadership or supervisory experience in recruiting or talent acquisition.
• Experience leading full-cycle recruiting programs, sourcing and selection practices, recruiting operations, vendor relationships, and applicant tracking systems.
• Working knowledge of ADP with a strong ability to analyze recruiting data to improve processes in a service-oriented environment.
• Working knowledge of applicable employment regulations, equal employment opportunity practices, recruiting documentation, and data reporting.
• Strong leadership, consultation, negotiation, written communication, and stakeholder-management skills across organizational levels.

PREFERRED QUALIFICATIONS

The following are valued but not required. Candidates demonstrating equivalent skills through alternative pathways may be considered.

• Master's degree in Human Resources, Business Administration, or a related discipline.
• PHR, SPHR, SHRM-CP, SHRM-SCP, or comparable professional HR certification.
• Experience recruiting for energy, industrial, engineering, technical, field operations, or offshore drilling roles.
• Experience with global recruiting, cross-cultural candidate engagement, and multi-jurisdiction hiring practices.
• Experience improving applicant tracking systems, recruiting analytics, employment marketing, or talent acquisition operating models.

Disclaimer

This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.