Sr. Talent Acquisition Partner

Taurus Industrial Group, LLC; Pasadena (TX); Hybrid; USD 90,000 - 130,000; Full time

Job summary

Taurus Industrial Group, LLC seeks a Senior Talent Acquisition Partner to lead staffing for professional, technical, field, and skilled-trades roles across the organization. You will partner with Operations and hiring leaders to forecast needs, design recruiting strategies, and build strong candidate pipelines to support project-based work.

The role requires deep knowledge of industrial construction recruitment, hands-on execution, and the ability to balance long-term workforce planning with

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 5+ years of progressive talent acquisition/recruiting experience.
• Experience recruiting for industrial construction, engineering, manufacturing, energy, infrastructure, or project-based environments preferred.
• Strong sourcing and candidate-development skills.
• Experience managing full-cycle recruiting; knowledge of employment law and candidate engagement.

Responsibilities

• Develop and execute recruiting strategies aligned with TIG’s business plans and project requirements.
• Partner with Operations and hiring managers to understand staffing needs and timelines.
• Build proactive talent pipelines for high-demand and difficult-to-fill roles.
• Source candidates via job boards, networks, referrals, events, and educational institutions.
• Manage the end-to-end recruiting process from requisition through offer and onboarding.

Skills

Strategic sourcing

Full-cycle recruiting

Talent pipeline development

Stakeholder collaboration

Data-driven recruiting

Education

Bachelor’s degree in HR / related field

Job description

Position Summary

The Senior Talent Acquisition Partner is responsible for leading and executing talent acquisition strategies that support Taurus Industrial Group’s (TIG) business growth and workforce needs. This position serves as a strategic partner to Operations and hiring leaders, providing expertise in recruiting, workforce planning, candidate engagement, and talent-market intelligence. This position is expected to be able to anticipate workforce needs and build pipelines before Operations needs the people.

The Senior Talent Acquisition Partner will develop strong relationships with hiring managers, proactively build talent pipelines, and identify qualified candidates for professional, technical, field, and skilled-trades positions. The role requires a strong understanding of industrial construction, project-based staffing, and the challenges associated with recruiting talent for field operations.

This position is expected to be both strategic and hands-on, balancing long-term talent planning with the day-to-day execution required to fill critical positions quickly and effectively.

Essential Duties and Responsibilities

Talent Acquisition Strategy

• Develop and execute recruiting strategies aligned with TIG’s business plans, project requirements, and workforce needs.
• Partner with Operations and hiring managers to understand current and future staffing requirements.
• Develop proactive talent pipelines for high-demand and difficult-to-fill positions.
• Monitor labor-market conditions, compensation trends, talent availability, and recruiting challenges.
• Recommend innovative sourcing strategies to improve the quality and speed of hiring.
• Develop talent pools for recurring and anticipated project needs.

Recruiting & Candidate Management

• Manage full-cycle recruiting from requisition through offer and onboarding.
• Source candidates through job boards, professional networks, social media, employee referrals, industry contacts, recruiting events, schools, trade organizations, and direct sourcing.
• Recruit for a broad range of positions including leadership, professional, technical, project, HSE, administrative, and skilled-trades roles.
• Conduct candidate interviews and assessments and provide hiring recommendations based on established qualifications.
• Maintain consistent communication with candidates throughout the hiring process.
• Develop and maintain relationships with passive candidates and industry professionals.
• Represent TIG professionally and positively throughout the candidate experience.

Operations Partnership

• Serve as a trusted recruiting partner to Operations and field leadership.
• Work with hiring managers to establish realistic hiring requirements, timelines, and candidate profiles.
• Provide hiring managers with regular updates on recruiting activity, candidate pipelines, market conditions, and challenges.
• Help managers understand current labor-market conditions and recruiting expectations.
• Identify potential staffing issues before they become project-critical.
• Support rapid staffing requirements associated with new projects, expansions, and workforce fluctuations.

Skilled Trades & Industrial Recruiting

• Develop specialized recruiting strategies for industrial construction and skilled-trades positions.
• Build relationships with skilled-trades professionals, trade schools, apprenticeship programs, associations, and industry organizations.
• Develop ongoing pipelines for positions such as electricians, pipefitters, welders, millwrights, scaffolders, laborers, HSE professionals, and other field positions.
• Understand required certifications, licenses, qualifications, experience, and project-specific requirements.
• Support recruiting for both short-term project needs and long-term workforce development.

Process & Metrics

• Maintain accurate recruiting activity and candidate information within the applicant tracking system.
• Monitor and report recruiting metrics including time-to-fill, source effectiveness, pipeline activity, offer acceptance, and hiring trends.
• Identify opportunities to streamline recruiting processes and reduce unnecessary delays.
• Ensure recruiting practices are consistent with company policies and applicable employment laws.
• Maintain appropriate documentation throughout the recruiting process.
• Continuously evaluate recruiting tools, vendors, and sources for effectiveness and return on investment.

Employer Branding & Talent Relationships

• Promote TIG as an employer of choice within the industrial construction and related markets.
• Support career fairs, recruiting events, industry networking, and community outreach.
• Develop relationships with trade schools, colleges, workforce-development organizations, and industry associations.
• Help strengthen TIG’s employment brand through job postings, social media, recruiting materials, and candidate communications.
• Maintain a strong network of potential candidates for future opportunities.

Qualifications

Required

• Bachelor’s degree in Human Resources, Business Administration, or related field; equivalent experience may be considered.
• 5+ years of progressive talent acquisition/recruiting experience.
• Experience recruiting for industrial construction, engineering, manufacturing, energy, infrastructure, or another project-based environment strongly preferred.
• Demonstrated experience recruiting professional, technical, and skilled-trades positions.
• Strong sourcing and candidate-development skills.
• Experience managing full-cycle recruiting.
• Strong understanding of recruiting practices, employment law, and candidate engagement.
• Excellent communication, organizational, and relationship-building skills.
• Ability to manage multiple priorities in a fast-paced environment.

Preferred

• Experience recruiting for large industrial construction projects.
• Experience with Applicant Tracking Systems and recruiting technology.
• Experience developing recruiting metrics and talent pipelines.
• Established network within industrial construction or skilled-trades markets.
• Experience partnering directly with Operations and field leadership.

Key Competencies

• Strategic Talent Acquisition
• Business Partnership
• Industrial & Skilled-Trades Recruiting
• Relationship Building
• Candidate Engagement
• Sourcing & Networking
• Problem Solving
• Communication
• Organization & Follow-Through
• Data & Recruiting Analytics
• Adaptability
• Sense of Urgency

Success Measures

Success in this position will be measured by the ability to

• Fill critical positions with qualified candidates within established timelines.
• Build sustainable talent pipelines rather than relying solely on reactive recruiting.
• Improve candidate quality and hiring-manager satisfaction.
• Reduce time-to-fill for critical positions.
• Increase utilization of proactive sourcing and employee referrals.
• Develop strong relationships with Operations and hiring managers.
• Improve the candidate experience.
• Provide meaningful labor market and recruiting intelligence to leadership.
• Support TIG’s ability to staff projects quickly and effectively.

Working Relationships

This position works closely with

• Human Resources
• Operations Leadership
• Project Managers
• Division Leaders
• Field Leadership
• HSE/Safety
• Finance/Payroll
• Hiring Managers
• External recruiting partners and staffing resources

Physical / Travel Requirements

• Ability to work in an office and/or hybrid environment as required.
• Periodic travel may be required to support recruiting events, project locations, offices, career fairs, and other talent-acquisition activities.
• Occasional visits to field/project locations may be required.