Workforce Development Manager Jobs in Seneca, SC

Report to: Director Talent & Development, Canada & USA

Work Arrangement: 4 days per week onsite in our office of Seneca, SC

Position Summary

The Talent Acquisition & HR Specialist is responsible for delivering recruitment and workforce solutions across multiple business units, including GFI, Allegro, Walter, and other affiliated entities. This role focuses heavily on managing and optimizing temporary and contingent workforce programs while also supporting full-cycle recruitment for permanent roles

Acting as a key partner to hiring managers, the incumbent ensures efficient, high-quality hiring processes and contributes to a strong employer presence. The role also maintains a visible HR presence onsite, supporting employee relations and day-to-day HR operations within a manufacturing environment.

Key Responsibilities

Staffing & Contingent Workforce Management (Primary Focus)

• Own and manage the full lifecycle of temporary staffing across Greenfield Industries, Allegro, Walter, and other entities.
• Serve as the main point of contact for staffing agencies and internal stakeholders, ensuring alignment on workforce needs and priorities.
• Coordinate high-volume recruitment, onboarding, orientation, and offboarding of temporary employees.
• Monitor agency performance, including fill rates, quality of hires, and responsiveness; address gaps and drive improvements.
• Validate timesheets, oversee billing accuracy, and ensure cost control and transparency.
• Build and maintain strong agency partnerships to ensure consistent access to qualified labor for fluctuating operational demands.
• Partner closely with operations leaders to forecast workforce needs and ensure timely staffing coverage.
• Implement and continuously improve processes related to contingent workforce efficiency, compliance, and experience.

Full-Cycle Talent Acquisition

• Lead full-cycle recruitment from intake to onboarding, ensuring a seamless candidate and hiring manager experience.
• Partner with hiring managers to define needs and develop targeted sourcing strategies.
• Conduct market research to inform compensation and recruitment approaches.
• Create engaging job postings aligned with the employer brand.
• Source, screen, and interview candidates using diverse channels.
• Develop structured interview tools to support consistent, objective selection.
• Manage interview coordination, feedback, and communication throughout the process.
• Oversee offer preparation, negotiation, and onboarding in line with company guidelines.

Talent Pipeline & Employee Branding

• Support the development and execution of early-career programs, including internships, co-op placements, and graduate hiring initiatives aligned with business needs.
• Build and maintain strong partnerships with universities, colleges, trade schools, and community organizations to create sustainable talent pipelines.
• Represent the organization at career fairs, campus events, and community outreach initiatives to promote career opportunities and enhance brand visibility.
• Collaborate with hiring managers to design meaningful early-career experiences that support learning, engagement, and future talent conversion.
• Contribute to the development and promotion of the company’s employer brand by highlighting culture, values, and career growth opportunities.
• Partner with HR and Marketing to create engaging recruitment content for job postings, social media, and events.
• Support recruitment marketing campaigns and initiatives to attract diverse, high-quality talent across multiple channels.

HR Operations & Compliance

• Maintain accurate and up-to-date recruitment and employee data within the Applicant Tracking System (ATS) and HRIS, ensuring data integrity and proper documentation.
• Ensure all recruitment and HR activities comply with internal policies, employment standards, and applicable federal, provincial/state legislation.
• Monitor and report on key recruitment metrics (e.g., time-to-fill, cost-per-hire, source effectiveness) to support data-driven decision-making.
• Support HR administrative processes including onboarding documentation, employee records management, and audit readiness.
• Partner with payroll and HR teams to ensure accuracy in employee information, timekeeping, and related processes.
• Identify opportunities to streamline HR and recruitment workflows, recommending and implementing process improvements to enhance efficiency and consistency.
• Participate in audits, compliance reviews, and policy updates to ensure ongoing alignment with legal and organizational requirements..

Qualifications

• Bachelor’s degree in human resources, Business Administration, or related field.
• Minimum 3 years of experience in full-cycle recruitment or high-volume staffing, ideally in a manufacturing or industrial environment.
• Strong experience managing temporary or contingent workforce programs.
• Solid understanding of sourcing strategies, interviewing techniques, and selection processes.
• Proven ability to build and manage relationships with hiring managers, candidates, and external partners.
• Strong communication, organizational, and stakeholder management skills.
• Proficiency with ATS, HRIS, and recruitment tools.
• Knowledge of employment legislation and recruitment best practices.
• High level of professionalism, confidentiality, and attention to details.
• PreferredExperience in multi-site or high-volume environments.
• Familiarity with employer branding and social media recruiting.
• Strong problem-solving skills with the ability to thrive in a fast-paced, onsite environment.
• Demonstrated initiative, adaptability, and a focus on delivering a strong candidate experience.