Talent Acquisition Manager

WNC Corp.; El Paso (TX); On-site; USD 85,000 - 120,000; Full time

Job summary

WNC Corp. seeks a seasoned Talent Acquisition leader to design and execute the recruitment strategy for its El Paso greenfield launch.

You will translate the workforce plan into quarterly hiring waves by function and source, managing capacity and dashboards to ensure on-time hires. Responsibilities include leading recruiting for manufacturing, engineering, IT/DMIS, finance and plant leadership, coordinating with vendors, agencies and internal stakeholders, and building an employer-branding plan

Qualifications

• Bachelor's degree in HR, business, psychology or related field.
• 7–10 years in talent acquisition with leadership experience.
• Experience in manufacturing, high-volume or greenfield environments.
• Knowledge of EEO/ADA, FCRA, I-9/E-Verify requirements and compliant recruiting processes.

Responsibilities

• Lead talent acquisition strategy for the El Paso launch and quarterly hiring waves.
• Oversee direct labor, professional and leadership recruiting and manage agencies.
• Build employer branding and sourcing strategy with local partners in El Paso/Borderplex.

Skills

Talent acquisition

Capacity planning

Mass hiring

Agency management

Workday Recruiting

Excel/Power BI

Bilingual English/Spanish

Education

Bachelor's degree in HR/Business

Tools

Workday Recruiting

Power BI

Job description

We are a leading company in the wireless broadband communications industry looking for talented professionals with a winning attitude.

Job Description

Main duties, responsibilities, and expectations Build and execute the talent acquisition strategy for the El Paso greenfield launch, translating the approved workforce plan into quarterly/monthly hiring waves by function, skill, shift and source. Own recruiting capacity planning for direct labor, technical, engineering, professional and leadership roles; maintain demand, funnel, aging, conversion, yield and time-to-fill dashboards. Design the mass-hiring operating model for direct labor, including job fairs, hiring events, community outreach, staffing agencies, contingent labor, referral programs and rapid onboarding coordination Lead professional and leadership recruiting for directly or through assigned recruiters/agencies, with particular focus on manufacturing engineering, automation, quality, supply chain, IT/DMIS, finance and plant leadership. Build an El Paso employer-branding and sourcing strategy using Workforce Solutions Borderplex, UTEP, EPCC, regional high schools/technical programs, social platforms and community organizations. Benchmark candidate supply, wage competitiveness and competing employers and provide data-based recommendations on pay, shift premiums, sign-on incentives and sourcing investments. Govern agency/vendor selection, commercial terms, service-level expectations, candidate ownership, compliance, conversion terms and quality metrics. Ensure compliant recruiting processes under federal and Texas requirements, including EEO/non-discrimination, ADA/PWFA considerations, lawful job requirements, FCRA background-check procedures, drug-testing policy, I-9/E-Verify handoff and record retention. Partner with HR and immigration counsel to identify roles/candidates appropriate for TN, L-1 or other authorized work strategies; ensure recruiting never promises immigration outcomes outside approved policy. Create standardized requisition intake, interview guides, selection criteria, approval workflows, offer templates, pre-employment checklists and recruiting SOPs. Ensure hiring managers and interviewers are trained on structured interviewing, lawful selection practices, bias mitigation, candidate experience and WNC competencies. Embed WNC core competencies into selection criteria and interview questions appropriate to each level. Coordinate closely with HR Operations, payroll, benefits, IT, Facilities, Security, EHS, and L&D to ensure candidates can be processed, equipped, oriented, and trained at the required pace. Own candidate experience and pre-boarding communications, including bilingual materials where appropriate for the El Paso labor market. Manage recruiting budget, agency spend, job-board spend, relocation/recruiting incentives, and cost-per-hire reporting. Develop internal-mobility and candidate pipelines while maintaining transparent eligibility criteria and coordinating cross-border transfer requirements. Create contingency hiring plans for launch-critical roles and maintain succession/back-up candidate slates for roles that could constrain equipment installation, qualification or production start. Lead, coach and develop recruiters'/TA specialists and temporary recruiting support as the hiring volume expands. Participate in workforce-readiness reviews and elevate labor-market, pay, capacity or process risks early to the North America HR Leader and MIA project team. Perform other recruiting and workforce-readiness duties inherent to the role according to launch needs.

Knowledge, Education and Experience

Bachelor's degree in human resources, Business, Psychology, Communications or related field. Minimum 7–10 years of progressive talent acquisition experience, including 3+ years leading recruiting programs or teams in manufacturing, high-volume, technical or greenfield environments. Demonstrated experience with direct-labor mass hiring and professional/engineering recruiting. Knowledge of U.S. recruiting compliance, EEO, ADA/PWFA recruiting implications, FCRA background checks, drug-testing governance and I-9/E-Verify process handoffs. Strong knowledge of agency management, sourcing, recruiting analytics, structured interviewing and candidate funnel management. Experience recruiting in El Paso/Borderplex or similar competitive manufacturing labor markets strongly preferred. English/Spanish bilingual capability strongly preferred. Experience with Workday Recruiting or comparable ATS; strong Excel/Power BI reporting capability desirable. Ability to work in a fast-changing greenfield environment with high accountability and cross-functional dependencies.

Competencies Required

Talent market intelligence Data-based decision-making Influence and hiring-manager partnership High-volume execution discipline Vendor negotiation Candidate experience and employer branding Ethics and confidentiality Authority Define recruiting channels, sourcing tactics, hiring-event calendar and recruiter workload within the approved staffing plan and budget. Recommend use of staffing vendors, recruiting agencies, job boards and incentives; manage performance against approved contracts. Stop or elevate selection practices that create legal, ethical, compensation or candidate-experience risk. Recommend hiring-process changes and recruiting capacity increases when demand cannot be met with current resources. Maintain recruiting metrics and formally elevate launch-critical staffing risks. Communication Communication must be timely, accurate, inclusive, legally appropriate and consistent with WNC employer-brand standards.

Education

Human Resources Management Bachelor - Human Resources Management Work Experience Language Skills WNC established in 1996, specializes in the design, development, and manufacturing of cutting-edge communications products. WNC also offers comprehensive technical support in RF antenna design, software design, hardware design, mechanical design, system integration, user interface development, and product testing and certification. Headquartered in Taiwan’s Hsinchu Science Park, WNC has established an overseas presence in the US, the UK, Germany, Japan, China, and Vietnam. These sites together offer complete solutions and local support for customers worldwide. WNC's technical expertise encompasses applications from broadband, multimedia, and the IoT to wireline and wireless communications, with a product scope covering solutions in network communications, network infrastructure, home automation, and advanced driver‑assist systems (ADAS). WNC has established itself as a company with a solid, robust culture built upon the core values of fundamentals advocacy, team cohesion, customer trust, and value creation. We have also established a comprehensive talent cultivation system that ensures a great work experience at WNC through digital transformation, employee learning & development programs, recruitment and compensation strategies and friendly workplace initiatives. We have also been implementing a “learning organization” initiative to encourage employees to adopt a mindset of always striving to better yourself. At WNC, you will receive the resources you need to enhance your cross-disciplinary skills and open up new possibilities for your career! In today’s interconnected world, our goal is to make WNC a leading company in the field of network communications technology integration. Come join us and work together to create positive connections and interactions as well as a harmonious, sustainable society for all.