Compile interview selection data such as interview responses/notes and reference checks to review with hiring managers to determine next steps.
Build partnerships with hiring managers to understand their hiring needs, capabilities, business, and team dynamics to find the best pool of candidates that fits the position, business, and culture.
Build a diverse candidate network by identifying creative ways to source top talent via LinkedIn, employee referrals, attending industry events/career fairs and networking with community services, colleges, employment agencies, and internet sites, providing organization information, opportunities, and benefits.
Understand & develop HR Metrics and look for ways to continually improve performance.
Collaborate with third-party agencies and strategic partners to enhance sourcing capabilities and expand reach into new talent markets.
As a member of the HR team, provide positive support to the organization and build and maintain effective relationships with employees and managers at all levels to assist in gaining awareness of employee and business needs; act as internal consultant to drive improvements.
Regularly review and refine recruitment processes, tools, and metrics to ensure efficiency, compliance, and a best-in-class candidate experience.
Build and maintain relationships and serve as liaison to third-party recruitment and talent assessment agencies.
Lead employer branding initiatives to position the organization as an employer of choice, leveraging digital channels, social media, and targeted campaigns.
Work with hiring managers and Human Resources Business Partners to initiate job requisitions and create job descriptions for final approval.
Negotiate offers and close candidates.
Partner with HR leadership and business stakeholders to forecast talent gaps and build robust talent pools for critical and hard-to-fill roles.
Assist in administrative requirements with ongoing projects.
Analyze internal and external talent trends, using data to inform sourcing strategies, improve candidate pipelines, and proactively address future hiring needs.
Review resumes, conduct initial screenings, and provide feedback and recommendations to hiring managers and Human Resources Business Partners regarding next steps.
Design and implement both short- and long-term talent acquisition strategies that align with business objectives and workforce planning needs.
Maintain accurate records of applicant tracking and recruitment activities in the applicant tracking system.
Ensure the Applicant Tracking System (ATS) is fully compliant with all applicable federal, state, and local regulations by regularly reviewing and updating prescreening questions, legal statements, and application workflows to reflect current legal requirements (e.g. ADA, and wage disclosure). Maintain accurate records and collaborate with legal and compliance teams to proactively address regulatory changes.
Requirements
recruiting
bachelor's
problem solving
microsoft office
oracle
analytical
Minimum of 5+ years recruiting experience with specific focus in recruiting or other human resources specialty; or any appropriate combination of education and experience.
Outstanding listening, comprehension, and oral/written communication – including grammar, spelling, punctuation, and writing composition skills.
A bachelor's degree in a related field is preferred.
Strong problem-solving skills and resourcefulness with ability to demonstrate flexible and efficient time management and to appropriately prioritize workload.
Demonstrated experience developing and executing recruiting strategies in a complex, fast-paced environment.
Outstanding interpersonal skills; professional presence and behavior and the ability to effectively communicate and interact with employees at all levels.
Must have attention to detail, commitment to accuracy, and follow-through to meet deadlines, despite frequent interruptions.
Proficient in the use of personal computers, internet, and Microsoft Office suite of software including Word, Excel, PowerPoint, and Outlook (or related e-mail system).
Ability to handle confidential information and to use discretion.
Proven ability to influence senior leaders and drive organizational change related to talent acquisition.
Proven ability to successfully manage vendor relationships.
Proven ability to work independently and as a member of a team.
Strong analytical skills with the ability to interpret data and trends to drive strategic decisions.
Proven knowledge and application of HR practices, principles, and applicable laws and regulations.
Experience with Oracle recruiting a plus.
Dependable and enthusiastic with the ability to use good judgment, work independently with minimal direction, and possess a strong initiative and positive attitude.
Ability to influence, have challenging conversations, and work effectively in a highly collaborative and vibrant environment.
Proven skills in recruitment including candidate sourcing, interviewing, and negotiating.
Benefits
Information not given or found
Training + Development
Information not given or found
Interview process
Information not given or found
Visa Sponsorship
Information not given or found
Security clearance
reference checks are compiled as part of the interview selection data.
Company
Overview
1904
Founded in 1904
Originating from a 1904 porcelain switches workshop, setting the foundation for its evolution.
625K sq ft
Large distribution center
Operates a 625,000 square foot distribution center supporting coast-to-coast two-day delivery.
€8.65B
Global group revenue
Part of a €8.65 billion global group, reflecting substantial industry presence.
40%
North America sales
North America accounts for over 40% of Legrand’s sales, highlighting regional dominance.
Headquartered in West Hartford on a historic pre‑1929 Wiremold campus, now a LEED‑certified innovation center.
Anchored in electrical wiring, lighting control, AV integration and smart home systems.
Delivers signature projects ranging from commercial buildings and industrial sites to residential complexes and data centers.
Grew through strategic acquisitions—brands like Middle Atlantic, Raritan, Vantage and C2G bolster its digital/building tech portfolio.
Supports cutting‑edge data center infrastructure, with digital and energy‑efficient offerings driving growth in that market.
Culture + Values
Innovation: We drive innovation to meet the evolving needs of our customers and employees.
Customer Focus: We are committed to delivering exceptional value to our customers and partners.
Integrity: We adhere to the highest ethical standards and foster trust in every relationship.
Accountability: We take responsibility for our actions and the outcomes we achieve.
Collaboration: We work together as a team to achieve our common goals.
Sustainability: We actively contribute to environmental protection and resource conservation.
Environment + Sustainability
30% CO2 Reduction
CO2 Emissions Reduced
Since 2015, the company has cut its carbon output per unit produced.
80% Operations
ISO 14001 Certified
Over 80% of operations meet environmental management standards.
Aims to achieve Net Zero carbon emissions by 2050.
Product range includes energy-efficient solutions contributing to reducing carbon footprints.
Focuses on reducing waste through circular economy initiatives and aims to increase the percentage of recycled materials in products.
Inclusion & Diversity
2030
Gender Parity Goal
The company aims to achieve gender parity in management positions.
27%
Current Female Representation
Women currently account for a portion of global management roles.
15%
Target Increase
The company plans to boost women's representation in technical roles by this percentage.
Maintains partnerships with organizations supporting women and underrepresented groups in engineering and technology fields.