Talent Acquisition Team Lead

The Talent Acquisition Team Lead serves as a full-cycle, high-volume recruiting lead within Healthcare Linen Services Group’s in-house talent acquisition model. Based onsite in Rochester, MN, the role owns requisitions for entry-level production staffing across assigned plants and shifts, delivers consistent hiring results, and leads a small team of Talent Acquisition Partners.

Role Overview

The Lead Talent Acquisition Partner manages assigned requisition loads for production roles across plant locations and shifts, targeting approximately seven (7) hires per week in line with plant staffing plans. The position runs recruiting activities from application through first day worked, oversees candidate movement through structured selection, and coordinates with hiring managers to maintain service-level agreements.

Key Responsibilities

• Own an assigned requisition load of production roles across plants and shifts, delivering approximately seven (7) hires per week against plant staffing plans.
• Manage the full recruiting cycle, including posting, sourcing, screening, interview and tour scheduling, offers, pre-employment screening, and start date coordination, within established service-level agreements.
• Make timely first contact with applicants and reduce the time between application, screen, interview, and offer.
• Conduct structured phone screens to assess shift availability, transportation, and fit, while providing candidates an accurate preview of work environment, schedule, pay, and physical demands before acceptance.
• Coordinate interviews and plant tours with hiring managers and organize on-site interview days and same-day offer events where appropriate.
• Extend offers within approved guidelines, manage acceptance through background and drug screening, and confirm start dates with candidates and plant leadership.
• Recruit based on attendance, reliability, and willingness to learn, opening production roles to first-time workers, career changers, and candidates re-entering the workforce.
• Build and maintain evergreen pipelines for recurring production roles to support second shift, third shift, weekend, and seasonal staffing proactively.
• Source candidates using 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 and community and faith-based organizations, adult education and ESL programs, and other local partners.
• Promote the employee referral program with plant employees and supervisors as a primary low-cost sourcing channel.
• Support bilingual and Spanish-language applicant flow when local market demographics warrant.
• 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 the interview process prior to 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 escalate 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.
• Maintain accurate, real-time candidate records in the applicant tracking system and ensure timely disposition of every applicant.
• Track and report personal funnel performance including applicants, screens, interviews, offers, acceptances, starts, no-shows, time-to-fill, and 30-day retention against weekly hiring goals.
• Identify funnel drop-off points and recommend adjustments to postings, screening, scheduling, or sourcing.
• Provide feedback on source-of-hire and channel effectiveness to support directing advertising spend toward sources that produce hires.
• Write and refresh job postings for clarity, search visibility, and shift and pay transparency according to HLSG standards.
• Communicate promptly and professionally with candidates at every stage, including closing the loop with non-selected and declined candidates.
• Represent HLSG and its regional brands positively across candidate interactions, hiring events, and community touchpoints.
• Fill positions in-house that have historically been routed to third-party agencies or temporary staffing vendors.
• Follow the documented recruiting playbook and service-level agreements; identify gaps or improvements for Director review.
• Support plant expansions, new customer start-ups, and acquisition integrations with recruiting efforts as assigned.

Compliance, Risk, and Data Security

• Ensure recruiting activity complies with federal, state, and local employment laws, including EEO, record-keeping, FCRA background screening, drug screening, and I-9 and work authorization requirements.
• Apply consistent, documented selection standards that support defensible hiring decisions.
• Maintain confidentiality and data security in alignment with Company policies and legal obligations.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; equivalent recruiting experience will be considered.
• 2+ years of recruiting experience with high-volume hiring for entry-level hourly roles in manufacturing, production, distribution, warehousing, or a comparable industrial or service environment.
• Proven ability to carry a high requisition load and consistently meet 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, including managing many candidates at once and holding hiring managers to timelines.
• Urgency and comfort in a fast-paced, metrics-driven environment.
• Travel flexibility estimated at 25% to support plants, hiring events, and start-ups within the assigned region.

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, PHR, AIRS, or LinkedIn Certified Professional—Recruiter).
• Experience recruiting across multiple sites, brands, or newly acquired locations.

Tools and Technologies

• Applicant tracking system (ATS)
• Text recruiting tools
• Job boards
• Microsoft Office (including Excel)

Compensation and Location

• Location: Rochester, MN (onsite)
• Salary: USD 50,000 - 65,000 per year