Talent Acquisition Business Partner

Role Overview

Join Constellium’s North American Talent Acquisition team as a Talent Acquisition Business Partner. You’ll own full-cycle salaried recruiting and act as a trusted advisor to hiring leaders across multiple manufacturing sites, helping to build pipelines and deliver hiring outcomes that support growth.

This is a remote role with up to 30% travel for hiring manager engagement, site visits, onboarding, and recruiting events.

Responsibilities

• Partner with US site-level hiring managers to understand workforce needs and develop tailored recruiting strategies.
• Manage full-cycle recruitment for roles across Engineering, Operations, Finance, and other key functions.
• Source, screen, and interview candidates using a variety of tools and techniques.
• Build and maintain talent pipelines for critical and hard-to-fill roles (engineering, operations, maintenance, and leadership).
• Track and improve recruiting metrics (e.g., time-to-fill, quality of hire, candidate experience, and hiring manager satisfaction).
• Advise leaders on labor market conditions, compensation competitiveness, and recruiting best practices.
• Support workforce planning to identify current and future talent needs.
• Contribute to University Recruiting (career fairs, internship programs, and campus engagement).
• Participate in Talent Acquisition COE initiatives, including process improvement, employer branding, and technology enhancements.
• Maintain accurate documentation in the ATS and ensure a positive candidate experience.
• Stay current on trends and best practices in manufacturing recruitment.

Requirements

• 3–5 years of recruiting experience required (5+ preferred).
• Preferably recruiting experience in manufacturing/industrial environments (e.g., automotive, metals, aerospace) strongly preferred.
• Bachelor’s degree preferred; candidates without a degree may be considered with significant relevant recruiting experience.
• Strong relationship-building and communication skills across all organizational levels.
• Demonstrated ability to influence leaders and cross-functional stakeholders.
• Proficiency with SuccessFactors ATS and sourcing tools such as LinkedIn Recruiter and Indeed.
• Knowledge of labor market trends and manufacturing talent pipelines.

Nice-to-Haves

• Experience recruiting across engineering, operations/maintenance, and leadership hiring.
• Prior involvement with process optimization/employer branding or recruiting excellence initiatives.