Talent Acquisition Partner

ESS cares about your health and safety therefore strongly encourages all our employees to get vaccinated and remain current with your COVID vaccine. Learn more at cdc.gov/coronavirus.

Catalyzing a cleaner future.

ESS is a globally recognized leader in sustainable energy storage and is consistently identified as one of the most innovative and exciting technology players in energy storage. It is poised to be one of the fastest growing energy technology companies in the world, with projects already across 4 continents. The ESS vision is about enabling the decarbonization of the grid by enabling us to achieve up to 100% of our electricity from clean, sustainable renewable energy.

These are ambitious goals, and we are pursuing them with passion. At ESS, we are leading the energy transition, creating the sustainable energy solutions of the future to help individuals, businesses and communities change energy into lasting value.

ESS is seeking an experienced Talent Acquisition Partner to support our staffing efforts This role is critical to the success of the organization meeting their goals. The position requires an individual with a strong understanding of the HR and Staffing functions as well as the ability to effectively communicate at all levels.

Primary Responsibilities

Sourcing and Recruitment

• Market open positions via the company's careers page and job boards such as Indeed, Monster, and ZipRecruiter
• Source candidates utilizing social media, resume databases, Boolean searches, industry contacts, professional networks, etc.
• Engage with active and passive talent and connect them to current job opportunities
• Prescreen candidates via phone, video, and/or in-person interviews
• Evaluate applicants and submit top candidates for hiring manager review
• Schedule interviews with hiring managers and other stakeholders
• Anticipate future talent needs and work to develop pools of passive candidates to fill vacancies

Talent Advisory

• Partner with hiring managers to identify recruitment needs and candidate "must haves" and draft job descriptions
• Communicate with interview panels to ensure preparedness during the interview process
• Partner with hiring managers to identify competency questions for interview consistency and quality
• Work closely with business leaders to influence effective recruiting approaches and set realistic expectations on time to fill, compensation, candidate pool quality, and market feedback
• Provide training and coaching to hiring managers and junior recruiting staff

Employer Branding

• Collaborate with marketing and business leaders to establish an employer brand identity
• Build awareness and promote recruiting efforts through social media channels such as Linked In, Facebook or Twitter
• Work with marketing to develop advertisement materials, such as flyers, digital media, and promotional products
• Build and maintain positive relationships with external agencies, colleges, vendors, associations, and other bodies who might route talent to the organization or aid in TA processes

Candidate Experience

• Manage candidate expectations and engage talent throughout the hiring process
• Collaborate with human resources and business leaders to design the company's hiring process, from application to hire
• Communicate regularly with candidates
• Perform research to evaluate the general needs and opinions of talent
• Draft and utilize templates for TA communications, such as application received messages, knockout notices, interview requests, rejection emails, and offer letters

Process Improvement and Development

• Partner with business leaders to develop talent acquisition practices, processes and systems
• Track and report on talent acquisition metrics, such as time-to-fill, offer acceptance rate, cost per hire, etc.
• Work to ensure diverse, inclusive, and equitable hiring practices
• Oversee the completion of various talent acquisition projects and initiatives

Education

A bachelor's degree in business administration, human resources, or a similar area. It's worthwhile to note, however, that one can become a talent acquisition partner with a degree in just about anything.

Experience

Prefer at least 5 years proven experience in full-cycle recruitment is critical. Possible for the right candidate to have experience in recruiting, sourcing, marketing or human resources, in lieu of all time spent in TA.