Strategic Talent Partner

Hitachi Global Air Power:  

We build the machines that power industry. We are Hitachi Global Air Power, a leading global industrial compressed air manufacturer driving the innovations that keep the world moving. 

From our headquarters in Michigan City, Indiana, our compressed air solutions power manufacturing operations all around the globe: from food and beverage to life-saving pharmaceuticals and cutting edge semi-conductor chips. Our portable compressors provide the air power to build roads and bridges, lay pipelines and aid in oil and gas mining and production. 

We are a team of innovators, engineers, and quality experts with a shared vision to create the next generation of efficient, environment-forward compressed air solutions that meet the demands of today, while boldly contributing to a sustainable, circular economy. With more than 58 years of legacy and trusted performance through our brands - Hitachi, Sullair, and Champion (Australia), we are proud of our reputation for reliability, durability, and performance and groundbreaking engineering. 

Join us in building a future where your work has an impact. At Hitachi Global Air Power, you will be part of a global network that is shaping the future of industrial power. 

Summary of the position: 

The Strategic Talent Partner plays a critical role in shaping Hitachi Global Air Power’s workforce by aligning talent acquisition with workforce planning, succession management, and mentoring initiatives. This role partners closely with hiring managers to recruit top talent and to support succession planning and talent development activities to ensure organizational readiness and growth. This position will also support mentoring programs that build internal talent capabilities as well as create a sustainable pipeline for key roles across the organization. 

Location: Hitachi Global Air Power, Michigan City, Indiana

Duties and responsibilities:  

• Partner with hiring managers to develop a deep understanding of business needs and talent gaps. 

• Lead the selection process to find quality candidates while aligning with workforce plans and succession goals. 

• Guide hiring managers through recruiting, mentoring, and talent review processes. 

• Develop and maintain effective pipelines of key talent for immediate and long-term organizational needs. 

• Support the development and management of succession plans for critical roles in partnership with leadership. 

• Assist in building and maintaining mentoring programs to grow and retain high-potential employees. 

• Leverage online recruiting resources and social media to identify and attract diverse candidates. 

• Represent HGAP at local and regional recruiting and workforce development events such as Colleges/Universities/Technical Schools etc. 

• Screen resumes and present qualified candidates to hiring managers and department leaders. 

• Manage offer extension, pre-employment screening, and onboarding in Workday. 

• Assist with new hire orientation and provide ongoing support to new hires and managers. 

• Maintain accurate documentation and compliance with OFCCP and internal processes. 

• Support HR projects related to talent strategy, internships, succession planning, and mentoring initiatives.  

Qualifications: 

Professional experience:  

• Bachelor’s degree in Human Resources, Organizational Development, or related field. 

• 10+ years of full lifecycle recruiting experience with increasing responsibility. 

• Experience overseeing or contributing to succession planning and 9-box talent reviews. 

• Demonstrated ability to implement or manage mentoring programs. 

• Experience recruiting within a manufacturing or production environment. 

• Technologically savvy with experience using ATS (Workday preferred) and Microsoft Office Suite. 

• Excellent verbal, written, and influencing skills with the ability to engage stakeholders at all levels. 

• Strong organizational skills with attention to detail, compliance standards, and adaptability. 

• Attention to detail and ability to manage a process to standards established by compliance.  

• Extensive experience with OFCCP compliance recruiting. 

• PHR or SHRM-CP certification preferred. 

Key behaviors:  

• Strong ability to relate to employees at all levels of the organization 

• Must be reliable, dependable, and extremely trustworthy  

• Excellent verbal and written communication skills; strong influencing skills 

• Personable demeanor with active listening skillset  

• Exhibit sense of urgency while remaining calm and welcoming  

• Proven ability to multi-task in a fast-paced environment 

• Strong organizational skills 

• Ability to be a self-starter and work well within a team 

Direct reports: 

• N/A