Lead full‑cycle recruitment for manufacturing and related roles at Thales America.
Responsibilities
Own full‑cycle recruitment for manufacturing, operations, engineering, technical, skilled trades, quality, supply chain and other plant‑based positions
Partner with Talent Acquisition, Manufacturing and HR leaders to understand workforce requirements and develop recruiting strategies
Lead intake discussions with hiring managers to define position requirements, critical skills, experience, shift requirements, compensation considerations, timelines and sourcing strategies
Develop proactive sourcing strategies and talent pipelines for difficult‑to‑fill manufacturing and technical positions
Maintain pipelines of qualified talent for recurring and high‑volume manufacturing needs
Requirements
Bachelor’s Degree in Business Administration or related field
Elective Health, Dental, Vision, FSA/HSA, Voluntary Life and AD&D, Whole Group Life w/LTC, Critical Illness, Hospital Indemnity, Accident Insurance, Legal Plan, Identity Theft, Pet Insurance
Retirement Savings Plan with company contribution and match
Company paid holidays and Paid Time Off
Company provided Life Insurance, AD&D, Disability, Employee Assistance Plan, Well‑being Program
Lead the transformation of HR through technology, AI and automation, fundamentally improving how HR operates, delivers services and creates business value.
Responsibilities
Own the HR technology ecosystem, product strategy, roadmap and investment priorities, including Workday, Phenom and other HR platforms.
Own and deliver the HR AI agent and automation roadmap, identifying and prioritising opportunities to eliminate, simplify, redesign or automate work.
Lead AI & Automation Solutions Partners to translate challenges into practical solutions, challenging existing processes rather than simply automating them.
Own the HR agent portfolio, including prioritisation, orchestration, business rules, human oversight, exception management and ongoing performance.
The IT / Technical Corporate Recruiter is responsible for leading full-cycle recruiting efforts across a broad range of technical, digital, IT, and corporate technology functions, managing a high-volume portfolio of approximately 15–25 open requisitions at any given time.
Responsibilities
Lead full-cycle recruiting efforts for technical, digital, and IT positions across multiple business functions and organizational levels
Partner with hiring managers and senior leaders to understand hiring priorities, workforce planning needs, and evolving talent market trends
Develop and execute strategic sourcing initiatives to identify passive and active candidates through LinkedIn Recruiter, networking, referrals, social sourcing, talent communities, and additional recruiting channels
Build and maintain proactive pipelines for critical, niche, and hard-to-fill technical positions
Conduct candidate screening, interviewing, assessment, and offer negotiation while ensuring a high-quality candidate experience throughout the recruitment lifecycle
Lead the strategy and evolution of the global HR technology ecosystem, setting the vision for systems, data, automation, and AI capabilities to enable HR to operate at scale and deliver an exceptional employee experience.
Compensation
The base compensation range for this position is $250,000 - $340,000.
Responsibilities
Set the multi-year HR technology vision and roadmap with the SVP, Human Resources and HR leadership, aligned to enterprise priorities and balancing foundational run-and-improve work with transformative investment in new technology and AI
Build, lead, and retain a high-performing global organization
Establish transparent intake, prioritization, and governance so the highest-value work is done first and capacity is used well
Establish standard work, playbooks, and quality standards across delivery, release, and support
Set and lead the automation and AI strategy across HR, advancing our technology stack and expanding self-service and delivering measurable reductions in manual work at scale
Requirements
Bachelor’s degree in information systems, business, HR, or a related field, or equivalent experience
HR & SaaS Solutions Architect to lead the design, integration, and delivery of cloud-based solutions, blending enterprise architecture expertise with deep knowledge of HR SaaS platforms.
Responsibilities
Create detailed designs and specifications for SaaS-based HR solutions (including Talent Acquisition, Learning Management, and Core HR) and ensure alignment with BAE’s Enterprise Architecture frameworks (TOGAF/UAF), Integration strategy, and AI/data strategy.
Partner with cross-functional delivery teams to configure and implement platforms (e.g., Cornerstone, Phenom People, PeopleSoft HCM) and design end-to-end integrations using APIs, JSON, XML, and event-driven messaging.
Develop and maintain enterprise-level architectural principles, patterns, and standards specific to HR SaaS ecosystems; author and manage architecture artifacts (diagrams, decision records, documentation) in Visio, Cameo/MagicDraw, or equivalent EA tools.
Act as the technical liaison for HR business leaders, IT partners, and external SaaS vendors; conduct presentations and workshops to communicate solution roadmaps, risk assessments, and compliance implications.
Embed security controls and compliance requirements (CMMC, NIST, DoDI) into solution designs; coordinate with the cybersecurity team for threat modelling and risk mitigation of HR data.
Requirements
Bachelor’s or Master’s degree in Computer Science, Information Systems, Engineering, or a related discipline
Lead full‑cycle recruiting for technical, digital, and IT positions across multiple business functions and organizational levels, managing 15–25 open requisitions at any given time.
Responsibilities
Lead full‑cycle recruiting efforts for technical, digital, and IT positions
Partner with hiring managers and senior leaders to understand hiring priorities
Develop and execute strategic sourcing initiatives
Build and maintain proactive pipelines for critical, niche, and hard‑to‑fill technical positions
Conduct candidate screening, interviewing, assessment, and offer negotiation
Requirements
Nice to have: 5+ years of full‑cycle recruiting experience
Nice to have: Experience working in both agency and in‑house corporate recruiting environments
The Talent Acquisition Operations Manager serves as the operational engine behind the Talent Acquisition team, optimizing, scaling, and managing the Dutch Bros end-to-end recruitment infrastructure.
Compensation
Compensation: Dependent on Experience
Responsibilities
Continuously audit the end-to-end recruiting lifecycle and applicant tracking workflows to identify inefficiencies, eliminate friction points, and improve the overall recruiting experience
Iterate on standard operating procedures, SLAs, and playbooks to compress time-to-fill and enhance operational efficiency across the talent ecosystem
Partner with the People Operations team to guarantee a frictionless handoff between talent acquisition and onboarding
Identify opportunities to standardize and scale recruiting processes, ensuring operational practices evolve alongside business needs and organizational growth
Drive talent delivery schedules for all major hiring initiatives, including Dutch Bros new shop opening pipeline, holding cross-functional teams accountable to key milestones and deadlines, utilizing centralized dashboards to ensure visibility and alignment
Requirements
Bachelor’s degree in Business Administration, HR, Operations, or a related field
Elective Health, Dental, Vision, FSA/HSA, Voluntary Life and AD&D, Whole Group Life w/LTC, Critical Illness, Hospital Indemnity, Accident Insurance, Legal Plan, Identity Theft, Pet Insurance
Retirement Savings Plan with company contribution and match
Company paid holidays and Paid Time Off
Company provided Life Insurance, AD&D, Disability, Employee Assistance Plan, Well-being Program
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