Pipeline Laborer Jobs in Oregon (NOW HIRING)

Our Vision

A world where no resource is wasted.

Our Mission

To ensure that no resource goes to waste by empowering people to redeem every container easily, efficiently, and effectively.

Our Values

We are loyal, resilient, trustworthy, creative, competent, and engaged.

Summary  

The Corporate Recruiter is responsible for managing the full-cycle recruitment process for positions throughout Oregon. This position serves as a strategic partner to hiring managers and leaders by providing recruitment expertise, sourcing qualified candidates, managing candidate pipelines, and facilitating hiring processes that support organizational staffing needs. 

The Corporate Recruiter oversees and maintains all OBRC requisitions and utilizes proactive sourcing techniques to identify and attract qualified candidates for current and anticipated workforce needs. The position is responsible for ensuring an efficient, compliant, and positive recruitment experience for candidates and hiring managers while supporting organizational hiring objectives. 

Work Schedule

• This is an on-site position.
• Regular business hours: Monday - Friday from 8 am to 4:30 pm

Primary Duties & Responsibilities 

Recruitment and Talent Acquisition 

• Manage the full-cycle recruitment process from requisition approval through offer acceptance and onboarding transition. 

• Conduct intake meetings with hiring managers to establish position requirements, recruitment strategies, qualifications, timelines, and selection criteria. 

• Develop recruitment plans and sourcing strategies based on position requirements, labor market conditions, and organizational needs. 

• Draft and maintain job postings and recruitment advertisements. 

• Review applications and resumes to identify qualified candidates. 

• Conduct candidate screenings and interviews to assess qualifications, skills, experience, and organizational fit. 

• Coordinate candidate interviews and communicate with applicants throughout the recruitment process. 

• Prepare and extend employment offers in partnership with Human Resources leadership and hiring managers. 

• Maintain recruiting activities in the applicant tracking system and other recruitment-related systems. 

Candidate Sourcing and Pipeline Development 

• Develop and implement proactive sourcing strategies to identify qualified active and passive candidates. 

• Utilize multiple sourcing channels, including applicant tracking systems, resume databases, social media platforms, employee referrals, professional associations, networking events, educational institutions, and community partnerships. 

• Build and maintain talent pipelines for critical, difficult-to-fill, and high-volume positions. 

• Conduct market research to identify talent availability and competitive recruiting practices. 

• Establish and maintain relationships with candidates for future employment opportunities. 

Hiring Manager Partnership 

• Serve as a primary recruitment resource for hiring managers and department leaders. 

• Provide guidance regarding recruitment best practices, candidate evaluation, interviewing techniques, and hiring processes. 

• Communicate recruitment progress, candidate activity, labor market conditions, and hiring challenges to stakeholders. 

• Recommend alternative sourcing methods or recruitment approaches when necessary to meet staffing objectives. 

• Support workforce planning initiatives by identifying trends and anticipated hiring needs. 

Compliance and Reporting 

• Ensure recruitment activities comply with applicable federal, state, and local employment laws and organizational policies. 

• Maintain confidentiality of candidate and employee information. 

• Monitor and report recruitment metrics, including time-to-fill, candidate pipeline activity, and source effectiveness. 

• Support equal employment opportunity and nondiscrimination practices throughout the recruitment process. 

• Participate in audits, reporting requirements, and process improvement initiatives related to talent acquisition. 

Additional Responsibilities 

• Participate in job fairs, recruiting events, career outreach activities, and community networking opportunities throughout Oregon as needed. 

• Assist in developing and promoting organizational employment branding initiatives. 

• Collaborate with Human Resources team members on talent acquisition, onboarding, retention, and workforce planning activities. 

• Perform other duties as assigned. 

Education/Experience

• Bachelor's degree in Human Resources, Business Administration, Communications, Organizational Development, or a related field; or an equivalent combination of education and experience. 

• Three (3) years of progressively responsible experience in full-cycle recruiting. 

• Experience managing multiple concurrent requisitions in a corporate recruiting environment. 

• Experience utilizing proactive sourcing methods to identify passive candidates. 

• Experience working directly with hiring managers and business leaders throughout the recruitment process. 

Requirements – Skills, Job Knowledge & Abilities

• Full-cycle recruitment and selection practices. 

• Employment laws and regulations related to recruiting and hiring. 

• Applicant tracking systems and recruitment technologies. 

• Interviewing methodologies and candidate assessment techniques. 

• Oregon labor market trends and talent acquisition practices. 

• Candidate sourcing and talent identification. 

• Building relationships with candidates, managers, and stakeholders. 

• Consulting and influencing business leaders. 

• Organization, prioritization, and project management. 

• Verbal and written communication. 

• Manage approximately 25+ active requisitions simultaneously. 

• Maintain confidentiality and exercise sound judgment. 

• Analyze recruitment challenges and develop effective solutions. 

• Work independently while managing multiple competing priorities. 

• Adapt recruitment strategies to changing business and workforce needs. 

Benefits and Perks

• Comprehensive medical, dental, and vision coverage
• 401(k) with 100% match on employee deferrals up to 4% of compensation. 50% match on deferrals between 4%-6%
• Life Insurance
• Flexible Spending Accounts
• Generous PTO plan and 7 paid holidays annually
• Free coffee/tea station 

Supervisory Responsibility 

• None 

Travel 

• Occasional travel throughout Oregon may be required to attend recruiting events, job fairs, educational partnerships, and other talent acquisition activities. 

Working Conditions/Physical Requirements

• Work is performed primarily in an office environment with routine use of standard office equipment. 

• May require occasional evening or weekend attendance at recruiting or networking events. 

• Prolonged periods of sitting at a desk and working on a computer. 

• Sit for continuous periods of time at a desk and work on a computer. 

• Use of arms, hands, and fingers to reach, grasp, use tools and for writing and keyboarding. 

• Visual acuity to be able to read printed documents and computer screens. 

• Speak to express ideas and instructions. 

• Listen to interpret comments and instructions received. 

• Must be able to lift up to 15 pounds.