{"schemaVersion":"jobsearcher.job.v1","id":"8a31d237ea7c6825d4c2c32a","url":"https://jobsearcher.com/jobs/8a31d237ea7c6825d4c2c32a","canonicalUrl":"https://jobsearcher.com/jobs/8a31d237ea7c6825d4c2c32a","title":"Recruiting Manager","description":"If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.\r\nFull Time Management Lakeland, FL, US\r\nJob Title\r\nRecruiting Manager\r\nReports to\r\nVice President, People & Business Alignment\r\nFLSA Status\r\nExempt\r\nLocation\r\nThis is a hybrid role that can be located in any Mid-State location\r\nJob Summary: The Recruiting Manager leads Mid-State's talent acquisition and workforce development efforts, developing proactive recruiting strategies, industry partnerships, and sustainable skilled-trades talent pipelines to support ongoing operations, seasonal demands, outages, and company growth.\r\nThe Recruiting Manager manages a high-volume requisition workload, leads two HR Assistants responsible for onboarding and employment eligibility compliance, and coordinates staffing resources with the HR Manager during seasonal fluctuations. The position partners with Operations, HR, and Workforce Planning to anticipate labor needs, strengthen educational and community partnerships, and advance apprenticeship and early-career pathways.\r\nKey Responsibilities\r\nManage the full recruiting lifecycle for 30–40 active requisitions across multiple business units, locations, and skill levels.\r\nPartner with hiring and operational leaders to identify current and future staffing needs, critical skill gaps, and aligned recruiting and workforce development strategies.\r\nProactively source candidates through job boards, professional networks, educational institutions, apprenticeship programs, workforce agencies, referrals, and direct outreach.\r\nBuild and maintain skilled craft, technical, and leadership talent pipelines, including entry-level pathways into critical trades.\r\nOversee candidate screening and evaluation to ensure alignment with position qualifications and business requirements.\r\nCoordinate interviews, candidate communications, offers, and pre-employment activities with hiring managers and HR Assistants.\r\nMaintain accurate and timely candidate and requisition information within the ATS and other HR systems.\r\nMonitor industry labor-market activity, including layoffs, plant closures, project completions, outages, expansions, and workforce movements, to identify recruiting opportunities.\r\nDevelop regional workforce pipelines to support outages, project awards, seasonal demand, long-term skill needs, and business growth.\r\nBuild strategic workforce development partnerships with middle and high schools, trade and technical colleges, apprenticeship programs, workforce and economic development agencies, veterans' organizations, and industry associations.\r\nPromote Mid-State as an employer of choice through career fairs, school engagement, industry events, targeted outreach, and skilled-trades career awareness initiatives.\r\nDevelop internship, apprenticeship, graduate, and early-career pathways in partnership with Operations and training leaders, including opportunities for progression into skilled craft roles.\r\nOversee recruiting and outreach compliance with Mid-State's Veterans and Individuals with Disabilities Aff affirmative Action Plans.\r\nLead the evaluation, implementation, and adoption of AI-powered recruiting and candidate-screening technologies.\r\nPartner with the Vice President of Human Resources and IT to establish appropriate standards and controls for AI-assisted recruiting technologies.\r\nSupervise, train, coach, and develop HR Assistants responsible for onboarding and employment eligibility documentation.\r\nEstablish HR Assistant workload priorities, performance expectations, and accountability for timely and accurate onboarding.\r\nOversee Form I-9 and E-Verify processes to ensure regulatory compliance.\r\nCoordinate with the HR Manager to effectively utilize and cross-train HR Assistants during seasonal fluctuations in recruiting and onboarding activity.\r\nEstablish and monitor recruiting and workforce development KPIs, including pipeline strength, partnership outcomes, apprenticeship participation, and qualified hire conversion, report results to the Vice President of Human Resources.\r\nAnalyze recruiting data to identify trends, bottlenecks, and opportunities to improve recruiting effectiveness and efficiency.\r\nEvaluate recruiting vendors, job boards, sourcing tools, staffing partners, and related expenditures for effectiveness and value.\r\nMaintain recruiting procedures and workflows that support consistent practices across the organization.\r\nPartner with HR, Operations, and the Workforce Planning to translate workforce forecasts and skill gaps into recruiting pipelines and development initiatives.\r\nConduct targeted recruiting campaigns in geographic markets supporting current and anticipated workforce needs.\r\nTravel to Mid-State locations, project sites, schools, recruiting events, and remote markets as required to support recruiting and workforce mobilization.\r\nAll other duties as assigned and customary.\r\nEducation\r\nBachelor's degree in Human Resources, Business Administration, Management, or a related discipline, or an equivalent combination of education and relevant professional experience.\r\nExperience\r\nMinimum of 5-7 years of progressive recruiting or talent acquisition experience in the heavy industrial maintenance industry.\r\nDemonstrated experience managing a high-volume workload across multiple positions and geographic markets, with the ability to perform transactional, tactical, and strategic activities.\r\nExperience proactively sourcing candidates using job boards, resume databases, social media, networking, direct outreach, and other sourcing methods.\r\nExperience recruiting skilled trades, technical employees, field personnel, or other difficult-to-fill positions.\r\nPrior supervisory or team leadership experience.\r\nWorking knowledge of federal employment eligibility requirements, including Form I-9 and E-Verify.\r\nKnowledge Skills & Abilities:\r\nStrong knowledge of full-cycle recruiting and strategic talent sourcing practices.\r\nAbility to manage 30-40 requisitions simultaneously while appropriately prioritizing positions based on operational urgency.\r\nStrong candidate sourcing and networking capabilities.\r\nAbility to develop sustainable workforce partnerships with schools, apprenticeship programs, industry organizations, workforce agencies, and community partners.\r\nStrong organizational and project-management skills with the ability to manage multiple competing priorities.\r\nAbility to analyze recruiting metrics and use data to improve recruiting strategies and resource allocation.\r\nStrong working knowledge of Applicant Tracking Systems, HRIS platforms, job boards, recruiting technologies, and Microsoft Office applications.\r\nAbility to learn and effectively deploy emerging recruiting technologies, including artificial intelligence and automation tools.\r\nWorking knowledge of applicable employment laws and regulations affecting recruiting, selection, onboarding, employment eligibility verification, and nondiscrimination.\r\nAbility to maintain confidentiality and appropriately manage sensitive employee and candidate information.\r\nStrong written and verbal communication skills.\r\nHigh degree of initiative, urgency, judgment, and accountability.\r\nAbility to work effectively in a fast-paced, geographically dispersed organization with significant seasonal fluctuations in hiring volume.\r\nWork Location and Travel\r\nRemote with travel to corporate headquarters and field locations.\r\nWork Environment\r\nIncludes offices in an industrial facility, trade shows, events, field industrial environments, and frequent travel.\r\nPhysical Requirement\r\nFrequency\r\nExample of Job-Related Activity\r\nTalking/Hearing\r\nConstantly\r\nCommunicates with candidates, recruiting partners and other stakes holders by sending and receiving verbal communication\r\nFrequently\r\nStanding and sitting to conduct meetings and presentations and moving about. Frequently sitting at desk to perform computer work\r\nWalking\r\nFrequently\r\nTraverses' airports, business offices and shops and industrial environments\r\nUse of Hands and Fingers\r\nFrequently\r\nTo perform keyboarding, handling documents, and operating office equipment.\r\nClimbing\r\nOccasionally\r\nTo access steps and or stairs in office or convention center locations.\r\nStooping\r\nOccasionally\r\nTo access files or materials\r\nKneeling\r\nOccasionally\r\nTo access equipment or file boxes\r\nCrouching or Crawling\r\nNever\r\nNot normally required\r\nConstantly\r\nComputer use, reviewing documents and reports\r\nCarrying or lifting to 15 Pounds\r\nOccasionally\r\nTo carry event material such as laptop, flyers, and booth setup,\r\nMust be legally authorized to work in the United States.\r\nJ-18808-Ljbffr","company":"Automatic Data Processing","rawCompany":"automatic data processing","city":"Lakeland","state":"FL","isRemote":false,"isActive":false,"createdAt":"2026-11-07T15:27:17.113Z","occupations":[{"code":"13-1071.00","title":"Human Resources Specialists","slug":"human-resources-specialists"},{"code":"11-3121.00","title":"Human Resources Managers","slug":"human-resources-managers"},{"code":"27-2012.04","title":"Talent Directors","slug":"talent-directors"}],"industries":[{"code":"561311","title":"Employment Placement Agencies","slug":"employment-placement-agencies"},{"code":"561312","title":"Executive Search Services","slug":"executive-search-services"},{"code":"541612","title":"Human Resources Consulting Services","slug":"human-resources-consulting-services"}],"jobPosting":{"@context":"https://schema.org","@type":"JobPosting","title":"Recruiting Manager","description":"If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.\r\nFull Time Management Lakeland, FL, US\r\nJob Title\r\nRecruiting Manager\r\nReports to\r\nVice President, People & Business Alignment\r\nFLSA Status\r\nExempt\r\nLocation\r\nThis is a hybrid role that can be located in any Mid-State location\r\nJob Summary: The Recruiting Manager leads Mid-State's talent acquisition and workforce development efforts, developing proactive recruiting strategies, industry partnerships, and sustainable skilled-trades talent pipelines to support ongoing operations, seasonal demands, outages, and company growth.\r\nThe Recruiting Manager manages a high-volume requisition workload, leads two HR Assistants responsible for onboarding and employment eligibility compliance, and coordinates staffing resources with the HR Manager during seasonal fluctuations. The position partners with Operations, HR, and Workforce Planning to anticipate labor needs, strengthen educational and community partnerships, and advance apprenticeship and early-career pathways.\r\nKey Responsibilities\r\nManage the full recruiting lifecycle for 30–40 active requisitions across multiple business units, locations, and skill levels.\r\nPartner with hiring and operational leaders to identify current and future staffing needs, critical skill gaps, and aligned recruiting and workforce development strategies.\r\nProactively source candidates through job boards, professional networks, educational institutions, apprenticeship programs, workforce agencies, referrals, and direct outreach.\r\nBuild and maintain skilled craft, technical, and leadership talent pipelines, including entry-level pathways into critical trades.\r\nOversee candidate screening and evaluation to ensure alignment with position qualifications and business requirements.\r\nCoordinate interviews, candidate communications, offers, and pre-employment activities with hiring managers and HR Assistants.\r\nMaintain accurate and timely candidate and requisition information within the ATS and other HR systems.\r\nMonitor industry labor-market activity, including layoffs, plant closures, project completions, outages, expansions, and workforce movements, to identify recruiting opportunities.\r\nDevelop regional workforce pipelines to support outages, project awards, seasonal demand, long-term skill needs, and business growth.\r\nBuild strategic workforce development partnerships with middle and high schools, trade and technical colleges, apprenticeship programs, workforce and economic development agencies, veterans' organizations, and industry associations.\r\nPromote Mid-State as an employer of choice through career fairs, school engagement, industry events, targeted outreach, and skilled-trades career awareness initiatives.\r\nDevelop internship, apprenticeship, graduate, and early-career pathways in partnership with Operations and training leaders, including opportunities for progression into skilled craft roles.\r\nOversee recruiting and outreach compliance with Mid-State's Veterans and Individuals with Disabilities Aff affirmative Action Plans.\r\nLead the evaluation, implementation, and adoption of AI-powered recruiting and candidate-screening technologies.\r\nPartner with the Vice President of Human Resources and IT to establish appropriate standards and controls for AI-assisted recruiting technologies.\r\nSupervise, train, coach, and develop HR Assistants responsible for onboarding and employment eligibility documentation.\r\nEstablish HR Assistant workload priorities, performance expectations, and accountability for timely and accurate onboarding.\r\nOversee Form I-9 and E-Verify processes to ensure regulatory compliance.\r\nCoordinate with the HR Manager to effectively utilize and cross-train HR Assistants during seasonal fluctuations in recruiting and onboarding activity.\r\nEstablish and monitor recruiting and workforce development KPIs, including pipeline strength, partnership outcomes, apprenticeship participation, and qualified hire conversion, report results to the Vice President of Human Resources.\r\nAnalyze recruiting data to identify trends, bottlenecks, and opportunities to improve recruiting effectiveness and efficiency.\r\nEvaluate recruiting vendors, job boards, sourcing tools, staffing partners, and related expenditures for effectiveness and value.\r\nMaintain recruiting procedures and workflows that support consistent practices across the organization.\r\nPartner with HR, Operations, and the Workforce Planning to translate workforce forecasts and skill gaps into recruiting pipelines and development initiatives.\r\nConduct targeted recruiting campaigns in geographic markets supporting current and anticipated workforce needs.\r\nTravel to Mid-State locations, project sites, schools, recruiting events, and remote markets as required to support recruiting and workforce mobilization.\r\nAll other duties as assigned and customary.\r\nEducation\r\nBachelor's degree in Human Resources, Business Administration, Management, or a related discipline, or an equivalent combination of education and relevant professional experience.\r\nExperience\r\nMinimum of 5-7 years of progressive recruiting or talent acquisition experience in the heavy industrial maintenance industry.\r\nDemonstrated experience managing a high-volume workload across multiple positions and geographic markets, with the ability to perform transactional, tactical, and strategic activities.\r\nExperience proactively sourcing candidates using job boards, resume databases, social media, networking, direct outreach, and other sourcing methods.\r\nExperience recruiting skilled trades, technical employees, field personnel, or other difficult-to-fill positions.\r\nPrior supervisory or team leadership experience.\r\nWorking knowledge of federal employment eligibility requirements, including Form I-9 and E-Verify.\r\nKnowledge Skills & Abilities:\r\nStrong knowledge of full-cycle recruiting and strategic talent sourcing practices.\r\nAbility to manage 30-40 requisitions simultaneously while appropriately prioritizing positions based on operational urgency.\r\nStrong candidate sourcing and networking capabilities.\r\nAbility to develop sustainable workforce partnerships with schools, apprenticeship programs, industry organizations, workforce agencies, and community partners.\r\nStrong organizational and project-management skills with the ability to manage multiple competing priorities.\r\nAbility to analyze recruiting metrics and use data to improve recruiting strategies and resource allocation.\r\nStrong working knowledge of Applicant Tracking Systems, HRIS platforms, job boards, recruiting technologies, and Microsoft Office applications.\r\nAbility to learn and effectively deploy emerging recruiting technologies, including artificial intelligence and automation tools.\r\nWorking knowledge of applicable employment laws and regulations affecting recruiting, selection, onboarding, employment eligibility verification, and nondiscrimination.\r\nAbility to maintain confidentiality and appropriately manage sensitive employee and candidate information.\r\nStrong written and verbal communication skills.\r\nHigh degree of initiative, urgency, judgment, and accountability.\r\nAbility to work effectively in a fast-paced, geographically dispersed organization with significant seasonal fluctuations in hiring volume.\r\nWork Location and Travel\r\nRemote with travel to corporate headquarters and field locations.\r\nWork Environment\r\nIncludes offices in an industrial facility, trade shows, events, field industrial environments, and frequent travel.\r\nPhysical Requirement\r\nFrequency\r\nExample of Job-Related Activity\r\nTalking/Hearing\r\nConstantly\r\nCommunicates with candidates, recruiting partners and other stakes holders by sending and receiving verbal communication\r\nFrequently\r\nStanding and sitting to conduct meetings and presentations and moving about. Frequently sitting at desk to perform computer work\r\nWalking\r\nFrequently\r\nTraverses' airports, business offices and shops and industrial environments\r\nUse of Hands and Fingers\r\nFrequently\r\nTo perform keyboarding, handling documents, and operating office equipment.\r\nClimbing\r\nOccasionally\r\nTo access steps and or stairs in office or convention center locations.\r\nStooping\r\nOccasionally\r\nTo access files or materials\r\nKneeling\r\nOccasionally\r\nTo access equipment or file boxes\r\nCrouching or Crawling\r\nNever\r\nNot normally required\r\nConstantly\r\nComputer use, reviewing documents and reports\r\nCarrying or lifting to 15 Pounds\r\nOccasionally\r\nTo carry event material such as laptop, flyers, and booth setup,\r\nMust be legally authorized to work in the United States.\r\nJ-18808-Ljbffr","datePosted":"2026-11-07T15:27:17.113Z","dateModified":"2026-11-07T15:27:17.113Z","hiringOrganization":{"@type":"Organization","name":"Automatic Data Processing","sameAs":"https://jobsearcher.com"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Lakeland","addressRegion":"FL","addressCountry":"US"}},"identifier":{"@type":"PropertyValue","name":"JobSearcher","value":"8a31d237ea7c6825d4c2c32a"},"url":"https://jobsearcher.com/jobs/8a31d237ea7c6825d4c2c32a"}}