Talent Acquisition Partner

Linen King (West); Madison (WI); On-site; USD 68,000 - 75,000; Full time

Benefits offered by this job

Annual incentive (7%)

In‑person work location

Job summary

Healthcare Linen Services Group is seeking a Talent Acquisition Partner to own full‑cycle, high‑volume recruitment for entry‑level production positions across assigned plants and shifts in a fast‑paced, in‑house model.

The TAP will partner with plant managers and HR to convert staffing plans into filled shifts, ensuring speed and quality from application to start date, while reducing reliance on agencies and temporary staff.

Qualifications

• 2+ years of recruiting experience, including high‑volume hiring for entry‑level hourly roles in manufacturing, production, distribution, warehousing, or similar environment.
• Bachelor’s degree in HR, Business Administration, or related field preferred; equivalent recruiting experience will be considered.

Responsibilities

• Own an assigned requisition load of production roles across plants and shifts, delivering approximately seven hires per week.
• Manage full recruiting cycle—posting, sourcing, screening, interview and tour scheduling, offer, pre‑employment screening, and start date—within SLAs.
• Build and maintain evergreen pipelines for ongoing production roles including second/third shift, weekend, and seasonal staffing.

Skills

High-volume recruiting

Sourcing

Candidate screening

Text recruiting

MS Excel

Education

Bachelor’s degree in HR or related field

Tools

Applicant Tracking Systems (ATS)

Job boards

Text recruiting tools

Microsoft Excel

Job description

Position Overview

We are a leading provider of mission-critical support services to the healthcare industry, operating processing plants across multiple regions of the United States. Healthcare Linen Services Group has grown rapidly through both organic expansion and acquisition, and that growth depends on one capability above all others: the ability to staff plants and routes faster, better, and more cost-effectively than the market. The Talent Acquisition Partner (TAP) is a full-cycle, high-volume recruiter and the front line of the Company’s in-house talent acquisition model. Reporting to the Director of Talent Acquisition, the TAP owns an assigned requisition load of entry-level production positions across assigned plants and shifts and is accountable for delivering approximately seven (7) hires per week—roughly 30 per month—in sorting, processing, finishing, and other production roles. These positions require no prior experience, so the TAP recruits for reliability, shift availability, and the ability to meet the physical demands of the work. The TAP partners directly with plant managers and site HR to convert staffing plans into filled shifts, moves candidates from application to first day worked with speed and consistency, and helps replace the Company’s reliance on third-party agencies and temporary staffing with a disciplined, measurable in-house process.

Why Join Us?

The Company is rebuilding how it hires, and this role is where that work shows up in the plants every week. The Talent Acquisition Partner will be part of the team that proves the in-house model works—using a defined funnel, clear service levels, and real data rather than guesswork. In a high-volume production environment, every hire directly affects plant throughput, overtime, and service to hospitals and healthcare customers. The Company has been repeatedly recognized for its workplace culture, and the TAP is often the first impression a candidate has of that culture.

Compensation

Approved Salary Band | $68,000-$75,000

Annual Incentive- 7% | Paid Quarterly

Primary Duties and Responsibilities

Full-Cycle High-Volume Recruiting (Primary Focus ~50%)

• Own an assigned requisition load of production roles across plants and shifts, consistently delivering approximately seven (7) hires per week against plant staffing plans.
• Manage the full recruiting cycle—posting, sourcing, screening, interview and tour scheduling, offer, pre-employment screening, and start date—within established service-level agreements.

Sourcing & Pipeline Development

• Build and maintain evergreen pipelines for continuously recurring production roles so that second shift, third shift, weekend, and seasonal staffing is proactive rather than reactive.
• Source candidates through job boards, text recruiting, social channels, ATS candidate rediscovery, employee referrals, and direct outreach.
• Plan and staff hiring events, job fairs, and community partnerships, including workforce boards, community and faith-based organizations, adult education and ESL programs, and other local partners in plant communities.
• Promote the employee referral program with plant employees and supervisors as a primary, low-cost sourcing channel.
• Support bilingual and Spanish-language applicant flow where local market demographics warrant.

Hiring Manager & Plant Partnership

• Serve as the primary recruiting contact for plant managers, supervisors, and site HR within assigned locations.
• Lead intake conversations for new requisitions to confirm department, shift, pay, physical requirements, and interview process before posting.
• Participate in regular staffing calls covering open positions by plant and shift, pipeline status, upcoming starts, and attrition risks.
• Hold hiring managers to interview and feedback timelines, coach on structured interviewing and consistent selection criteria, and elevate delays or process issues to the Director of Talent Acquisition.
• Partner with HR and Operations on the handoff from offer accepted to first day worked to reduce no-shows and early fallout at onboarding and orientation.

ATS, Data & Reporting

• Maintain accurate, real-time candidate records in the applicant tracking system, including timely disposition of every applicant.
• Track and report personal funnel performance: applicants, screens, interviews, offers, acceptances, starts, no-shows, time-to-fill, and 30-day retention, measured against weekly hiring goals.
• Identify where candidates drop off in the funnel and recommend adjustments to postings, screening, scheduling, or sourcing.
• Provide feedback on source-of-hire and channel effectiveness to help direct advertising spend toward what actually produces hires.

Candidate Experience & Employer Brand

• Write and refresh job postings for clarity, search visibility, and shift and pay transparency, following Company standards.
• Communicate promptly and professionally with candidates at every stage, including closing the loop with non-selected and declined candidates.
• Represent the Company positively in every candidate interaction, hiring event, and community touchpoint.

Job Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; equivalent recruiting experience will be considered.
• 2+ years of recruiting experience, including high-volume hiring for entry-level hourly roles in manufacturing, production, distribution, warehousing, or a comparable industrial or service environment.
• Demonstrated track record of carrying a high requisition load and consistently meeting weekly or monthly hiring targets.
• Hands‑on proficiency with applicant tracking systems, text recruiting tools, job boards, and Microsoft Office (including Excel).
• Strong communication and organizational skills, with the ability to manage many candidates at once and hold hiring managers to timelines.
• A sense of urgency and comfort working in a fast‑paced, metrics‑driven environment.
• Travel flexibility to support plants, hiring events, and start‑ups within assigned region (estimated 25%).

Preferred Qualifications

• Bilingual in English and Spanish.
• Experience building hiring partnerships with workforce development programs, community organizations, or second‑chance employment initiatives.
• Experience transitioning hiring from third‑party agencies to an in‑house model, or converting temporary workers to direct hires.
• Experience planning and running hiring events and on‑site interview days.
• Certification in HR or talent acquisition (e.g., SHRM-CP, aPHR, AIRS, or LinkedIn Certified Professional–Recruiter).
• Experience recruiting across multiple sites, brands, or newly acquired locations.

First-Year Measures of Success

• Consistent delivery of approximately seven (7) hires per week across assigned plants.
• Service‑level agreements met for speed of first contact, screen to interview, interview to offer, and offer to start.
• Reduction in time‑to‑fill, requisition aging, and open positions by plant and shift within assigned locations.
• Improvement in offer acceptance rate, first‑day show rate, and 90‑day new hire retention.
• Measurable reduction in agency and temporary staffing use for production roles at assigned plants.
• Accurate, complete ATS data that supports reliable funnel and executive reporting.

EEO Statement: The Company is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

DISCLAIMER: This is not necessarily an exhaustive list of all responsibilities, duties, skills, efforts, requirements or working conditions associated with the job. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that different tasks be performed as assigned.

Work Location: In person