Talent Acquisition Manager

WNC Corporation; El Paso (TX); On-site; USD 90,000 - 135,000; Full time

Job summary

WNC Corporation in El Paso, TX seeks a senior Talent Acquisition leader to build and execute the workforce strategy for a greenfield manufacturing launch. You will translate the workforce plan into waves by function, skill, shift and source, and own capacity planning for direct labor and professional roles.

You will lead recruiting across manufacturing engineering, automation, quality, IT and plant leadership, develop an employer-branding strategy with local institutions, manage vendor

Qualifications

• Bachelor's degree in HR, Business, Psychology, or related field.
• 7–10 years of progressive talent acquisition experience.
• Experience leading recruiting programs or teams in manufacturing or high-volume environments.
• Knowledge of US recruiting compliance, EEO/ADA, FCRA, I-9/E-Verify.
• Strong agency management, sourcing, analytics, and structured interviewing.
• Experience recruiting in El Paso/Borderplex preferred; bilingual is a plus.
• Experience with Workday Recruiting or ATS; Excel/Power BI desirable.
• Ability to work in a fast-changing greenfield environment with high accountability.

Responsibilities

• Build and execute the talent acquisition strategy for the El Paso launch.
• Own recruiting capacity planning for various roles and maintain dashboards.
• Design mass-hiring model including events, agencies, onboarding.
• Lead recruitment for manufacturing engineering, automation, quality, IT, finance and plant leadership.
• Develop employer branding and sourcing partnerships with local institutions.
• Benchmark pay, shift premiums, sign-on incentives; provide data-based recommendations.
• Govern agency/vendor selection, terms, SLAs and candidate ownership.
• Ensure compliant recruiting processes under federal and Texas laws.
• Partner with HR and immigration counsel on work visa strategies.
• Create requisition intake, interview guides, selection criteria, offers and SOPs.
• Train hiring managers on structured interviewing and candidate experience.
• Coordinate with HR Ops, payroll, IT, facilities to process candidates.
• Manage candidate experience and bilingual pre-boarding materials.
• Oversee recruiting budget and cost-per-hire reporting.
• Build internal mobility and pipelines; contingency hiring plans.
• Lead, coach, and develop recruiting staff as volume grows.
• Participate in workforce-readiness reviews and escalate risks.
• Perform other recruiting duties as launch needs arise.

Skills

Talent acquisition

Mass hiring

Stakeholder management

Data analytics

Bilingual English/Spanish

Workforce planning

ATS / Workday Recruiting

Excel / Power BI reporting

Education

Bachelor's degree in HR / related field

Tools

Workday Recruiting

Excel

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 disciplineVendor 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 eliminate 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 escalating launch-critical staffing risks.

Communication

• Communication must be timely, accurate, inclusive, legally appropriate and consistent with WNC employer-brand standards.

Education

Bachelor - Human Resources Management