Talent Acquisition Team Lead

Healthcare Linen Services Group is building a strong, in-house talent acquisition function to support high-volume hiring across multiple plants. This onsite Talent Acquisition Team Lead role in Rochester, MN leads full-cycle recruiting for entry-level production positions and helps drive predictable staffing outcomes through an embedded recruiting team.

As the Lead Talent Acquisition Partner, you will own assigned requisitions, manage recruiting performance against plant staffing plans, and guide hiring managers on process timing and structured selection standards. The position delivers approximately seven (7) hires per week and oversees recruiting activities from application through first day worked.

Key Responsibilities

• Own an assigned requisition load for production roles across plants and shifts, consistently delivering approximately seven (7) hires per week against plant staffing plans.
• Run the full recruiting cycle, including posting, sourcing, screening, interview and tour scheduling, offer, pre-employment screening, and start date coordination within established service-level agreements.
• Make first contact with applicants quickly and keep candidates moving to minimize the time between application, screen, interview, and offer.
• Conduct structured phone screens that assess shift availability, transportation, and fit, while providing 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 for attendance, reliability, and willingness to learn rather than prior experience, supporting pathways for first-time workers, career changers, and candidates re-entering the workforce.
• Build and maintain evergreen pipelines for continuously 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 with workforce boards, 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 where 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 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 escalate delays or process issues to the Director of Talent Acquisition.
• Partner with HR and Operations on 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, including 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, measured 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 help direct advertising spend toward channels that produce hires.
• Write and refresh job postings for clarity, search visibility, and shift and pay transparency, following 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 in every candidate interaction, hiring event, and community touchpoint.
• 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, and identify gaps or improvements for the Director’s review.
• Support plant expansions, new customer start-ups, and acquisition integrations with focused recruiting efforts as assigned.

Compliance & Risk

• Ensure recruiting activity complies with federal, state, and local employment laws, including EEO, recordkeeping, 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.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or 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.
• 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, PHR, AIRS, or LinkedIn Certified Professional—Recruiter).
• Experience recruiting across multiple sites, brands, or newly acquired locations.

Location: Rochester, MN (onsite)
Salary: USD 50,000 - 65,000 per year
Minimum experience: 2 years
Technologies: applicant tracking system (ATS), text recruiting tools, job boards, Microsoft Office (including Excel)