Senior Manager, Talent Acquisition & Workforce Integration

Description

Senior Manager, Talent Acquisition & Workforce Integration

Human Resources | Global Water Technology, Inc.

Executive Narrative: The Senior Manager, Talent Acquisition & Workforce Integration is a strategic Human Resources leadership role responsible for identifying, attracting, hiring, and successfully integrating exceptional talent into Global Water Technology. Operating within a highly specialized, relationship-driven industry, this role develops proactive talent acquisition strategies that build long-term workforce pipelines to support GWT's continued growth.

Reporting to the Director of People, Talent & Culture and working in partnership with the President, this position collaborates closely with Executive Leadership, Business Unit Leaders, Regional Vice Presidents, District Managers, and hiring managers to understand workforce needs, recruit experienced industry professionals, identify emerging talent, and support the Company's organic growth, acquisitions, succession planning, and greenfield expansion.

Beyond recruitment, this role owns GWT's workforce integration strategy from offer acceptance through an employee's first anniversary, ensuring every new team member receives a structured, engaging, and successful transition into the organization while continuously improving onboarding and first-year success programs.

The ideal candidate is a proactive relationship builder who enjoys developing long-term professional relationships, connecting exceptional people with meaningful career opportunities, and serving as a trusted advisor to leadership on talent acquisition and workforce planning.

Success in this role is measured not only by the quality of talent recruited, but by the strength of candidate pipelines, first-year employee success and retention, leadership pipeline development, hiring manager satisfaction, and the continuous improvement of GWT's talent acquisition and workforce integration processes.

Key Responsibilities:

Talent Acquisition Strategy and Pipeline Development

· Partner with leadership to identify and develop workforce strategies supporting organizational growth, succession planning, and future staffing needs.

· Develop talent acquisition strategies aligned with current and future workforce needs across the organization.

· Build and maintain qualified candidate pipelines for experienced industry professionals, emerging talent, and succession planning before specific hiring needs arise.

· Develop and maintain a long-term network of water treatment professionals to support strategic recruiting, workforce planning, and succession planning.

· Identify emerging talent capable of developing into future technical leaders.

· Establish relationships with technical schools, universities, and industry associations.

· Represent GWT at industry conferences, recruiting events, career fairs, and networking opportunities.

· Develop recruiting strategies supporting greenfield expansion and new market growth.

· Foster GWT's reputation within the industry as an employer of choice.

Recruitment Process

· Manage the entire recruitment lifecycle from sourcing through offer acceptance.

· Author and maintain structured interview guides that improve candidate evaluation and align role objectives with GWT's vision, culture, and working behaviors.

· Lead structured interview processes that improve hiring consistency and decision quality.

· Ensure a consistent and professional candidate experience.

· Partner with hiring managers on candidate evaluation and selection.

· Continuously improve recruiting processes and best practices.

Employee Integration & First Year Success

· Own onboarding from offer acceptance through an employee's first anniversary.

· Define, develop, and administer "First Day" onboarding programs and processes.

· Ensure completion of all onboarding requirements.

· Develop and administer structured first-year integration milestones to support employee success.

· Coordinate first-year milestone reviews and accountability with hiring managers.

· Partner with managers to ensure new employees receive consistent coaching and support.

· Track and measure first-year engagement, retention, and success metrics.

· Ensure compliance with required training and certifications.

· Identify onboarding gaps and continuously improve workforce integration and the employee experience.

Qualifications:

· Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, Psychology, or a related field preferred; equivalent professional experience will be considered.