MSHS, the parent organization of Pacific Power Group, is hiring a Talent Acquisition Specialist for our Fort Lauderdale, Florida location.

As the Talent Acquisition Specialist, you will be key in finding the right candidate, internally and externally, for the right job. You are responsible for supporting the company's recruitment process, by sourcing, vetting candidates and assisting with the administrative function associated with hiring and onboarding candidate pipeline for all levels of the organization. You will partner with educational institutes and promote the company image on social media through collaboration with our Marketing team. This is a high volume position that requires an organized, and communicative person that is bi-lingual in English and Spanish.

MSHS specializes in power generation and distribution solutions for all types of prime-movers (diesel, gas, and dual-fuel engines; steam, gas, and hydro turbines; as well as solar, battery, and other micro-grid solutions). We are the largest Woodward Channel Partner in the Americas providing clients with unparalleled service and technical expertise from full-service workshops in the Gulf Coast, Pacific Northwest, and South Florida. We create value by integrating engine services and engineered solutions with world-class brands. We are a trusted and reliable partner for custom and turn-key solutions that reduce downtime while improving operational efficiency.

Benefits include: Health insurance, Paid Time Off ("PTO"), Paid Holiday's, Dental Insurance, Vision Insurance, Life Insurance, 401(k) matching, Referral Program, Flexible Spending Account, Health Savings Account, Parental Leave, Professional Development Assistance, Employee Assistance Program.

Salary: $65,000 to $80,000 annually, based on skills and experience.

Duties & Responsibilities:

• Supports the company’s talent attraction strategy by actively engaging in our candidate pipeline, internship program and talent-attraction initiatives.
• Recruits for all levels of the organization and all locations, including direct hires and temporary positions through community outreach programs, partnership with educational institutions, job fairs, social media and headhunting strategies.
• Assists in managing the Applicant Tracking System to keep accurate and up-to-date information.
• Analyzes recruitment metrics and costs and make recommendations for continuous improvement
• Calendar management including scheduling phone, virtual and onsite interviews
• Facilitates new hire orientation in coordination with the HR Generalist
• Communicates personnel changes such as new hires, transfers, promotions, HR reminders, wellness tips, and other related information.
• Oversees completion of all pre-employment screenings for selected candidates.
• Submits recruiting/staffing reports to senior leadership on a weekly basis.
• Oversees audit of Staffing Agencies invoices and billing reports on a weekly basis.
• Cooperates in employee relations events to support retention strategies
• Responsible for working according to the company’s safety and quality standards.
• Assists with other department activities as needed, and performs additional duties and responsibilities as assigned
• Some travel is required for recruiting purposes

Requirements:

• Ability to establish and maintain effective working relationships with all levels of the organization and collaborate well in a team
• Experience with ADP preferred but not required.
• Exceptional computer skills with the ability to learn new software applications quickly
• Must be able to maintain a high level of confidentiality, professionalism, and communication.
• Must read, write, and understand advanced English.
• Ability to read, write and speak Spanish is highly preferred.
• Must be authorized for employment in the USA.

Education:

• Currently pursuing a bachelor’s degree in Human Resources OR 2 - 4 years of recruiting experience.
• Experience in the maritime, energy or power plants industries preferred but not required

Work Environment & Physical Demands

• This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets, etc...
• While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms.
• Hybrid work presence eligible: 3 days in-office and 2 work-from-home.

Pacific Power Group shall abide by the requirements of 40 CFR 60-1.4(a), 60-300.5(a) and 60-741.5(a).

Pacific Power Group will not discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, or national origin. Pacific Power Group will take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex, sexual orientation, gender identity, or national origin.

Pacific Power Group will not discriminate against any employee or applicant for employment because they are a disabled veteran, recently separated veteran, active duty wartime or campaign badge veteran, or Armed Forces service medal veteran (hereinafter collectively referred to as “protected veteran(s)”) in regard to any position for which the employee or applicant for employment is qualified.

Pacific Power Group will not discriminate against any employee or applicant for employment because of physical or mental disability in regard to any position for which the employee or applicant for employment is qualified.

"EEO/AA Employer/Vet/Disabled

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)