Excited to grow your career?

We value our talented employees, and whenever possible strive to help one of our associates grow professionally before recruiting new talent to our open positions. If you thing the open position you see is right for you, we encourage you to apply!

Our people make all the difference in our success.

Compensation Grade

ACE-USD-SAL

The Talent Acquisition Specialist will support the Acetyls business in the US in designing, implementing and executing recruitment strategies, monitoring recruitment procedures, from sourcing to hiring and identifying high-potential candidates to grow our team. Additionally, they maintain the company’s employer brand, participate in job fairs, and contribute to the overall talent acquisition strategy. This role works closely with hiring managers to understand their recruitment needs, track recruitment metrics, and manage communication with candidates. They source candidates from various channels, conduct interviews, and use assessment tools to evaluate candidate suitability.

Environment:

Internal:

Responsiveness of hiring managers and schedule availability
INEOS Acetyls compensation and benefits packages
Employee morale
Company culture

External:

Market competitiveness for optimum attraction and retention of high-quality talent.
Compliance with all federal, state, and local laws.
Maintenance of cordial relationships with members of the local community, colleges, universities and other stakeholders.
Company reputation

Accountabilities of the job:

Accountability 1: SHE Excellence

This position – and all positions – with the INEOS requires that the incumbent commit to learning, following, and practicing INEOS 20 Principles of Process & Behavioral Safety as applicable to the position. These Principles are posted throughout each facility and each employee must also commit to following INEOS’ Life-Saving rules on a daily basis.

Accountability 2: Develop and execute a recruiting strategy.

Establish a recognizable “employer of choice” reputation for the company, both internally and externally.
Develops, facilitates, and implements all phases of the recruitment process ensuring a consistently positive candidate experience following INEOS Group Guidance Notes.
Identifies and implements efficient and effective recruiting methods per geographic area and strategies based on the available role, industry standards, and the needs of the organization to ensure an ongoing pipeline of skilled talent.
Development of relevant KPIs and accountable for measuring improvements and meeting company expectations.
Assists in the development and implementation of Human Resources policies and procedures, and maintains and reviews them, as necessary.
Ensures compliance with federal, state, and local employment laws and regulations, and company policies.
Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.
Track candidate hiring source to establish and report best practices.
Trains and educates new directors/managers/supervisors on the staffing process. Consults with department clients to define short and long-term staffing needs (based on succession planning, hiring forecast, expected/unexpected turnover and new program development), proactively addressing these needs.
Works closely with hiring management to understand their business, identifying recruitment strategies and providing recruitment and workforce planning services to meet the needs to hire talented and diverse candidates.

Accountability 3: Leads recruiting efforts to source, interview and recommend qualified candidates in support of the business needs.

Collaborates with department managers to identify and draft detailed and accurate job descriptions and hiring criteria.
Responsible for job postings and advertisement processes both internally and externally.
Precise candidate pre-selection through proactive application of appropriate recruiting methods.
Recruits passive and active candidates through a variety of creative recruitment technology strategies. Drive pro-actively the external scouting relationship management activities by optimizing the usage of all required channels (Social Networks, Candidate Databases, Professional Associations and Industry Conferences).
Define and lead the end – to – end ownership of the recruiting strategy for all Acetyls positions. Including multiple routes to market (advertising, direct sourcing, internal referrals), to generate support the business in all hires.
Schedules interviews; oversees preparation of interview questions and other hiring and selection materials.
Assists with the interview process, attending and conducting interviews with supervisors, managers, directors, and other stakeholders.
Collaborates with the hiring manager and/or other human resource staff during the offer process, identifying and recommending salary ranges, incentives, start dates, and other pertinent details.
Be the main point of contact for both hiring managers and candidates, ensuring that all vacancies within your business area are filled with the right person at the right time, in a cost-effective manner (direct sourcing model)

Accountability 4: Facilitate or assist with new hire onboarding processes and orientations.

Verify candidate drug screens, background checks, and skilled assessment tests are completed and passed and TWIC cards received according to company policy.
Professionally manage new hire communication regarding 1st day requirements.
Prepares new hire packets, processes all new employee paperwork, and creates new employee complete files.
Coordinate new hire Orientation attendance with Learning and Development Lead.
Supports employee training develop programs and initiatives.
Collaborate on talent management and talent acquisition projects associated with attracting, developing, and retaining a competent workforce.

Accountability 5: University Relations and Apprenticeships

Lead and coordinate all college recruiting efforts, including planning and attending key employment events and activities.
Manage relationships and partnerships with university students, administrators, campus career centers, and student organizations as we build our brand on campus; Communicate an employer brand message that reflects our organizational culture and values.
Manage all on-campus interviews and information sessions, along with the facilitation of the candidate selection process for internship, co-op and apprenticeship positions.

Accountability 6: Financial Responsibilities

Effectively recommends salary offers in alignment with INEOS Acetyls compensation philosophy.
Assists in the administration of compensation and performance management programs.
Administer the Employee Referral Program.
Responsible for recruiting budget to include pre-employment assessments, recruiting fairs, college relationship management, branding etc.

Required profile:

Level of Education & Knowledge:

Bachelor’s degree in Business Administration or Human Resources with recruiting/talent acquisition experience OR a minimum of 7 years Full Life Cycle Recruiter experience with HS diploma required.
Demonstrable experience recruiting a range of positions including salaried professionals, skilled technical workers, and entry level employees in chemicals or petrochemical industry.
SPHR, SHRM – CP/SCP certifications preferred.

Experience & Technical Skills:

Working knowledge of applicable federal, state, and local employment laws and regulations (i.e. FLSA, FMLA, EEO, ADA).
Familiarity with Human Resources policies/procedures and systems.
Profound knowledge of local labor market.
High IT affinity (MS Office, Workday etc. ) and very good knowledge and use of social media.
Proven success in hiring passive candidates

Competencies & Behavioral Skills

Must be able to work on-site at Texas City INEOS Acetyls location full-time.
Excellent verbal and written communication skills and proven ability to communicate with all levels of the company.
Numeracy & analytical thinking – able to quickly and effectively analyze data to provide insights (talent, reward, performance) and assimilate data and information from a range of sources to inform business insights.
Solution focus – seeks to identify solutions which will add value to client and/or enhance relationships and ways of working.
Ability to influence hiring management to move quickly in selection and offer stages to optimize the opportunity to hire top candidates
Stakeholder management – Ability to build and maintain relationships with key business and HR stakeholders. Developing partnering, basic consultancy skills and a ‘coach approach’ to build trust. Is building and applying skills in active listening, influencing and communication.
Demonstrated ability to manage multiple projects set service level agreements and meets and exceed customer expectations
Ability to work independently and accept constructive feedback.
Capable of handling challenging/difficult situations.