Senior Recruiter (12231)

Summary
Manage recruiting workflow and serve as adviser to the business. Build and 
extend customer relationships through excellence in recruitment process delivery, 
including sourcing, screening, assessing, and marketing candidates. Manage the offer 
process and play a consultative role between the hiring manager and HR. Manage high touch candidate relationships and remain customer focused and responsive in customer facing activities. Coordinate relationship and engagement with third-party suppliers. Serve 
as talent acquisition industry expert, providing the hiring manager with insights. Use data 
and relevant technology to inform decision-making and drive conversations with 
customers. Serve as the subject matter expert around applicant tracking systems, 
candidate sourcing methodologies, and recruitment process effectiveness.

Responsibilities
1) Recruitment Process: Develop recruiting plan for the Company, including 
recruiting KPIs; track progress to the plan and metrics.
2) Recruitment: Work on attracting, shortlisting, selecting, and appointing 
suitable candidates for all jobs (either plant or corporate) within Somic 
America, Inc. Manage the hiring and onboarding process of new employees for
the Company. 
3) Candidate Pipeline: Develop and maintain a candidate pipeline for hard-to-fill 
specialist and management roles, developing a variety of talent attraction and
engagement processes and tools.
4) Recruitment Campaigns: Contribute to the creation of recruitment campaigns, 
identify the characteristics of key candidate target groups; propose channel and 
media selections and messaging content; design events; draft communications 
content and agency briefings. 
5) Screen Candidate Applications: Carry out online research and telephone interview 
and review submitted portfolios of work to validate applications for all roles and to 
screen out those that do not meet key criteria.
6) Stakeholder Engagement and Resolving Stakeholder Issues: Direct stakeholder 
engagement by arranging actions, meetings, events and supporting materials to 
Recruiting Lead Date: 3/25/2026
promote stakeholder understanding and commitment. Respond to more advanced 
escalations promptly and appropriately; provide managerial approvals as required. 
7) Future Talent Recruitment: Contribute to the creation of future talent recruitment 
campaigns; review and analyze external research on values and aspirations of 
university/school leavers; research and analyze recruitment channels (including 
career fairs); draft communications and events content. 
8) Vacancy Profiling: Liaise with hiring managers to review role profiles and to ensure 
that role responsibilities and candidate specifications are up-to-date and relevant; 
develop candidate and recruitment agency briefings to attract high-quality 
candidates. 
9) Create/Update Job Descriptions: Ensure job descriptions are accurate and up-to date prior to recruiting efforts beginning.
 

Qualifications
Education and Experience
• Bachelor’s degree in human resources, Business Administration, or a related field
• 5 years of recruiting experience, preferably in a manufacturing or industrial environment.

Knowledge, Skills, and Abilities

• Design, evaluate and modify recruitment strategies and processes to ensure programs are current, competitive, and in compliance with legal requirements. 
• Analyze recruitment policies, procedures and practices to determine competitive recruiting plan. 
• Direct, prepare and distribute information to job candidates and current employees on job responsibilities, company benefits offerings and value of the workplace.
• Identify and implement practices to increase the quality of hiring practices by working with internal and external stakeholders, researching local employment issues. 
• Compile reports concerning open positions, recruitment metrics, hires, transfers and termination reasons.
• Analyze data and reports to identify and determine causes of termination and develop recommendations for improvement of the company’s policies and procedures. 
• Mediate between candidates and hiring managers, such as by assisting in handling candidate questions or taking suggestions.