A bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field is preferred, or equivalent experience.
Eight to ten or more years of progressive talent acquisition experience, including recruiting technical, professional, and niche talent.
At least three years of experience leading recruiting teams, projects, or talent acquisition functions.
Demonstrated success building recruiting strategies and talent pipelines in competitive labor markets.
Experience supporting multi-state recruitment efforts across the United States.
Experience using recruiting analytics and workforce data to influence decisions and improve outcomes.
Strong leadership presence and the ability to influence stakeholders at all organizational levels.
Demonstrated ability to drive accountability, establish priorities, and deliver measurable results.
Expertise recruiting specialized, technical, professional, and hard-to-fill roles.
Advanced sourcing skills using multiple channels and recruiting methodologies.
Deep understanding of talent market dynamics and workforce planning strategies.
Strong recruitment operations background with experience optimizing recruiting processes and technology.
Ability to use data to identify trends, evaluate effectiveness, and guide decision-making.
Experience creating dashboards, reports, and executive presentations using recruiting data.
Proven relationship-building, consulting, and influencing skills.
Ability to develop trusted partnerships with hiring managers and executive leadership.
Strong customer-service orientation focused on exceptional stakeholder experiences.
Excellent project management, organizational, and prioritization skills.
Strong problem-solving and process-improvement capabilities.
Exceptional written, verbal, and presentation communication skills.
Demonstrated knowledge of federal, state, and local employment laws and regulations.
Experience with applicant tracking systems, human resources information systems, recruiting technologies, and Microsoft Office applications.
Ability to manage multiple priorities in a fast-paced, evolving environment.
Responsibilities
Develop and execute enterprise-wide talent acquisition strategies supporting organizational growth and workforce planning.
Partner with business leaders and hiring managers to understand current and future talent needs.
Provide leadership, coaching, and direction to recruiting team members while maintaining a hands-on recruiting workload.
Establish performance expectations and accountability measures to achieve recruiting goals and service levels.
Lead full-cycle recruitment for professional, technical, leadership, and niche positions across multiple functions and geographic regions.
Source, attract, assess, and hire talent for difficult-to-fill and specialized positions.
Develop and maintain proactive sourcing strategies and talent communities to reduce time-to-fill and improve hiring outcomes.
Conduct candidate screenings, interviews, and selection activities while advising hiring managers.
Develop sourcing methodologies using direct sourcing, networking, referrals, industry associations, talent mapping, social platforms, and recruitment marketing.
Own recruiting operations and ensure efficient, scalable, and compliant recruitment processes.
Evaluate, optimize, and standardize recruiting workflows, systems, and practices to improve efficiency and candidate experience.
Identify process bottlenecks and implement solutions that improve hiring velocity and quality of hire.
Ensure compliance with employment laws, internal policies, and hiring procedures.
Manage and optimize applicant tracking systems, recruiting technologies, and talent acquisition tools.
Develop and monitor recruiting key performance indicators.
Use recruiting data and labor-market insights to identify trends, forecast hiring needs, and guide strategic decisions.
Create executive-level dashboards and present recruiting performance, hiring forecasts, and talent-market intelligence to leadership.
Use metrics and data analysis to improve recruiting outcomes and operational effectiveness.
Build and maintain talent pipelines for current and future hiring needs.
Develop relationships with industry organizations, educational institutions, workforce-development partners, and professional networks.
Create talent communities and succession pipelines for high-demand and critical roles.
Lead employer-branding and recruitment-marketing initiatives.
Champion the candidate experience throughout the recruitment lifecycle.
Partner with Human Resources and business leaders to improve hiring success and long-term retention.
Gather and analyze candidate and hiring-manager feedback to drive continuous improvement.
Company Overview:
Founded in 2000, Walker-Miller Energy Services is a Detroit-based, core-values driven company committed to changing lives through energy efficiency. We create and manage customized energy waste reduction programs that help electric and gas utilities meet mandated energy savings goals.
Our experience driven philosophy of energy efficiency as economic development helps families and businesses save energy and save money. Through innovative, inclusive initiatives, we help build communities by creating local jobs, producing equitable energy savings for all rate payers, and spurring the growth of diverse local businesses.
Our operating philosophy is reflected in our core values. We refer to them as BEHIVE:
B - Boldly Go
E- Embrace Equity
H - Humble Confidence
I - Inclusive Stewardship
V - Value Reputation
E - Extraordinary Experience
Position Summary
Walker-Miller Energy Services is seeking a highly driven, strategic, and hands-on Talent Acquisition Manager to lead and execute full-cycle recruiting efforts across the organization. This role is responsible for developing and executing talent acquisition strategies that support business growth, workforce planning, and operational excellence.
The ideal candidate is an experienced recruitment leader who thrives in a fast-paced environment, has a proven track record recruiting for niche and hard-to-fill roles, builds sustainable talent pipelines, leverages data to drive decisions, and holds themselves and others accountable for delivering results. This leader will combine strategic oversight with hands-on recruiting execution while continuously improving recruiting processes, analytics, and candidate experience.
Position Duties and Responsibilities
This list of duties and responsibilities is not all-inclusive and may be expanded as management deems necessary.
Success in this role will be measured by the ability to build scalable recruiting processes, create sustainable talent pipelines, improve recruiting metrics, and consistently deliver high-quality hires that support business growth objectives.
Talent Acquisition Leadership
Embrace, operate, and lead in alignment with Walker-Miller's core values.
Develop and execute enterprise-wide talent acquisition strategies that support organizational growth and workforce planning initiatives.
Partner closely with business leaders and hiring managers to understand current and future talent needs.
Provide leadership, coaching, and direction to recruiting team members while maintaining a hands-on recruiting workload.
Establish clear performance expectations and accountability measures to ensure recruiting goals and service levels are achieved.
Full-Cycle Recruiting
Lead full-cycle recruitment efforts for professional, technical, leadership, and niche positions across multiple business functions and geographic regions.
Successfully source, attract, assess, and hire top talent for difficult-to-fill and specialized positions.
Develop and maintain proactive sourcing strategies and talent communities to reduce time-to-fill and improve hiring outcomes.
Conduct candidate screenings, interviews, and selection activities while serving as a trusted advisor to hiring managers.
Develop creative sourcing methodologies utilizing direct sourcing, networking, referrals, industry associations, talent mapping, social platforms, and recruitment marketing.
Recruitment Operations & Process Excellence
Serve as the owner of recruiting operations, ensuring efficient, scalable, and compliant recruitment processes.
Evaluate, optimize, and standardize recruiting workflows, systems, and practices to improve efficiency and candidate experience.
Identify process bottlenecks and implement solutions that improve hiring velocity and quality of hire.
Ensure compliance with employment laws, internal policies, and hiring procedures.
Manage and optimize applicant tracking systems, recruiting technologies, and talent acquisition tools.
Analytics & Workforce Insights
Develop and monitor recruiting KPIs, including:
Leverage recruiting data and labor market insights to identify trends, forecast hiring needs, and drive strategic decision-making.
Create executive-level dashboards and present recruiting performance, hiring forecasts, and talent market intelligence to leadership.
Use metrics and data analysis to continuously improve recruiting outcomes and operational effectiveness.
Talent Pipeline Development
Build and maintain robust talent pipelines for current and future hiring needs.
Develop relationships with industry organizations, educational institutions, workforce development partners, and professional networks.
Create talent communities and succession pipelines for high-demand and critical business roles.
Lead employer branding and recruitment marketing initiatives that strengthen Walker-Miller's employment brand and market presence.
Candidate Experience & Retention
Champion a best-in-class candidate experience throughout the recruitment lifecycle.
Partner with HR and business leaders to identify opportunities that improve hiring success and long-term retention.
Gather and analyze candidate and hiring manager feedback to drive continuous improvement initiatives.
Education and Experience
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field preferred, or equivalent experience.
8-10+ years of progressive talent acquisition experience, including recruitment of technical, professional, and niche talent.
3+ years of experience leading recruiting teams, projects, or talent acquisition functions.
Demonstrated success building recruiting strategies and talent pipelines in competitive labor markets.
Experience supporting multi-state recruitment efforts across the United States.
Experience using recruiting analytics and workforce data to influence decision-making and improve outcomes.
Required Knowledge, Skills, and Abilities
Leadership & Accountability
Strong leadership presence with the ability to influence stakeholders at all levels of the organization.
Demonstrated ability to drive accountability, establish priorities, and deliver measurable results.
High level of ownership, initiative, and personal accountability.
Recruiting Expertise
Expertise in recruiting for specialized, technical, professional, and hard-to-fill roles.
Advanced sourcing skills utilizing multiple channels and recruiting methodologies.
Deep understanding of talent market dynamics and workforce planning strategies.
Recruitment Operations & Analytics
Strong recruitment operations background with experience optimizing recruiting processes and technology.
Ability to leverage data to identify trends, evaluate effectiveness, and guide decision-making.
Experience creating dashboards, reports, and executive presentations using recruiting data.
Business Partnership
Proven relationship-building, consulting, and influencing skills.
Ability to develop trusted partnerships with hiring managers and executive leadership.
Strong customer-service orientation with a focus on delivering exceptional stakeholder experiences.
Professional Skills
Excellent project management, organizational, and prioritization skills.
Strong problem-solving and process improvement mindset.
Exceptional written, verbal, and presentation communication skills.
Demonstrated knowledge of federal, state, and local employment laws and regulations.
Experience with applicant tracking systems (ATS), HRIS platforms, recruiting technologies, and Microsoft Office applications.
Ability to manage multiple priorities and thrive in a fast-paced, evolving environment.
Note: Reasonable accommodations may be made for individuals with disabilities to perform the essential functions of this position.
The above information describes the general duties and requirements necessary to perform the principle functions of the position. This shall not be construed as a detailed description of all the duties and requirements that may be necessary in this position.
Walker-Miller Energy Services is an Equal Opportunity Employer.
At Walker-Miller Energy Services, we Embrace Equity by encouraging qualified candidates from all backgrounds and identities to apply for open positions! We have several optional questions about candidates’ demographics, but they do not impact hiring decisions. In fact, all candidate demographic data is anonymized for compliance purposes and to reduce unconscious bias in the hiring process, so none of the information collected here will be attached to your individual application. We ask for this information because Walker-Miller is committed to inclusive recruitment practices, so we hold ourselves to a high standard in developing a candidate pool that is diverse in background, experience, and perspective.
Walker-Miller Energy Services participates in E-Verify. Which confirms employment authorization of all newly hired employees and most existing employees through an electronic database maintained by the Social Security Administration and Department of Homeland Security. For new hires, the E-Verify process is completed in conjunction with the Form I-9 Employment Eligibility Verification on or before the first day of work. E-Verify is not used as a tool to pre-screen candidates. For up-to-date information on E-Verify, go to www.uscis.gov and click on 'E-Verify' located near the bottom of the page.