Position Summary

The Recruiting & Onboarding Specialist leads full-cycle recruiting and onboarding activities for Harmon’s manufacturing operations. This role has primary responsibility for talent acquisition at our Dallas, Texas plant and also provides recruiting support to the Cincinnati, Ohio plant based on business needs. The position partners closely with hiring managers, plant leadership, and Human Resources to attract, select, hire, and successfully integrate high-quality talent.

This role supports high-volume hourly manufacturing recruitment as well as skilled labor and entry-level management positions. The incumbent owns the candidate and new-hire experience from workforce planning and sourcing through orientation and early employment follow-up, while building consistent, scalable practices across both plants.

Key Responsibilities

Talent Acquisition

• Lead full-cycle recruiting for high-volume hourly manufacturing, manufacturing supervisors, and skilled trades.
• Partner with hiring managers, plant leadership, and HR partners to understand workforce plans, position requirements, business priorities, and ideal candidate profiles.
• Develop and execute recruiting strategies using diverse channels, including online sourcing databases, employee referrals, direct outreach, professional organizations, community partnerships, educational institutions, and recruiting events.
• Build and maintain talent pipelines for recurring, critical, and hard-to-fill roles across Dallas and Cincinnati.
• Conduct candidate sourcing, screening, interviewing, selection coordination, reference checks, and offer support activities.
• Advise hiring managers on labor-market conditions, candidate availability, selection practices, and recruiting approaches.
• Create a timely, consistent, and positive candidate experience throughout the recruiting and hiring process.
• Support employer-branding efforts and represent Harmon at career fairs, hiring events, schools, and community workforce partnerships.
• Manage relationships with staffing when applicable.
• Champion equal employment opportunities and inclusive recruiting practices that attract broad, qualified candidate pools.

Onboarding & New-Hire Experience

• Own and coordinate the onboarding process for employees from accepted offer through successful transition into the workplace.
• Coordinate pre-employment requirements, new-hire communications, documentation, background checks, screenings, and first-day readiness in partnership with HR and hiring managers.
• Facilitate and continuously improve new-hire orientation for hourly and salaried employees.
• Partner with Operations, Safety, Quality, HR, and training resources to coordinate required orientation, site introductions, job-specific training, and compliance activities.
• Develop, maintain, and standardize onboarding materials, checklists, schedules, leader resources, and employee communications across supported plants.
• Track onboarding milestones and completion of required activities, escalating gaps and removing barriers to a successful start.
• Conduct structured new-hire and manager follow-up during the first 30, 60, and 90 days to identify support needs and improve retention.
• Use feedback and early turnover insights to recommend improvements to the recruiting and onboarding experience.

Cross-Site Collaboration & Business Partnership

• Establish strong working relationships and regular communication routines with leaders and HR partners across the Dallas and Cincinnati plants.
• Coordinate priorities across locations, flex recruiting support based on business needs, and provide transparent updates on pipelines, risks, and hiring progress.
• Partner with HR Business Partners on workforce planning, retention, employee experience, and talent initiatives while maintaining clear accountability for recruiting and onboarding activities.
• Share labor-market insights, effective practices, sourcing resources, and process improvements across both plants.
• Travel to Cincinnati and other company locations periodically based on business needs.

Systems, Metrics & Continuous Improvement

• Effectively use the applicant tracking system and related recruiting platforms to manage requisitions, applicants, candidate communication, and hiring activity.

• Maintain accurate, timely, and compliant recruiting and onboarding records.

• Report and analyze key measures such as time to fill, source effectiveness, offer acceptance, candidate flow, onboarding completion, and early retention. Use data, stakeholder feedback, and market trends to improve recruiting strategies and onboarding practices.

• Follow established processes while identifying opportunities for greater consistency, efficiency, and effectiveness.

• Stay current on recruiting technologies, labor-market trends, employment regulations, and relevant best practices.

• Provide general HR support and participate in talent, engagement, and workforce projects as needed.

Experience & Skills

Education

• Bachelor’s or associate degree in Human Resources, Business, Communications, or a related field, or an equivalent combination of education and relevant experience.

Experience

• Two or more years of full-cycle recruiting experience; manufacturing, industrial, distribution, or high-volume operations experience strongly preferred.
• Demonstrated experience recruiting high-volume hourly positions.
• Experience recruiting salaried, professional, or management-level positions preferred.
• Experience coordinating onboarding, new-hire orientation, or first-year employee experience activities preferred.
• Multi-site recruiting experience and prior agency or third-party recruiting experience preferred.

Required Skills

• Strong recruiting acumen, including sourcing, interviewing, candidate assessment, and offer-management skills.
• Ability to build trusted relationships and collaborate effectively with candidates, employees, hiring managers, plant leaders, and HR partners at all levels.
• Excellent written and verbal communication, interpersonal, and customer service skills.
• Strong business acumen and understanding of manufacturing workforce needs, urgency, and operating priorities.
• Proven ability to manage a high-volume workload, competing priorities, changing deadlines, and multiple locations.
• Proficiency with applicant tracking systems and recruiting platforms; experience with Workday Recruiting, Indeed, and LinkedIn Recruiter preferred.
• Knowledge of employment laws, recruiting compliance requirements, and HR policies and practices.
• Ability to use recruiting and onboarding data to identify trends, communicate insights, and recommend action.
• Bilingual proficiency in English and Spanish preferred.

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Our Benefits

Apogee and our brands are an Equal Opportunity Employer.