Talent Acquisition Partner (Candidate Facing)Role Summary: The Talent Acquisition Partner serves as a Candidate Facing Recruiter and a strategic talent advisor to business and operations leaders. You will design and execute sourcing strategies, coach hiring managers, translate labor market insights into action, and deliver a standout candidate experience that reflects our values and employer brand. Success is measured by quality of hire, time to fill, candidate and hiring manager satisfaction, and process excellence. ResponsibilitiesBe a trusted talent advisor to the business partner with plant leadership and functional leaders to align hiring to workforce plans, production schedules, and critical capability needs. Lead intake sessions that clarify success profiles, interview strategy, decision criteria, compensation ranges, and timeline. Advise on role design, selection methods, and structured interviews that increase fairness and predictive validity. Convert labor market and competitor data into practical guidance on location strategy, talent availability, sourcing channels, and expected time to fill. Coach hiring managers on creating inclusive hiring practices and making balanced tradeoffs between skills, potential, and time to hire. Facilitate debriefs and ensure selection decisions are evidence based and aligned to business goals. Own the top‑of‑funnel recruiting strategy, partnering closely with business leaders to define ideal candidate profiles. Build and maintain active talent pipelines using multiple channels such as referrals, job boards, community partnerships, and targeted campaigns. Manage candidate flow through the ATS and ensure timely communications at every stage. Coordinate structured interview teams, provide guides, and prepare interviewers to assess consistently. Use data, insights, and continuous improvement to track and analyze recruiting metrics such as time to submit, time to slate, time to fill, pass‑through rates, source of hire, and early attrition. Identify bottlenecks and conduct root cause analysis, then implement countermeasures that improve speed and quality. Share market updates and hiring progress dashboards with stakeholders, and recalibrate plans when conditions change. Test and adopt tools and processes that streamline work and improve candidate and hiring manager experience. Strengthen employer brand and candidate experience by designing a candidate experience that is timely, respectful, and aligned to our values. Craft inclusive job postings that are clear on impact, growth, and requirements. Represent the company at events and with community partners to expand reach and diversify talent pools. Capture and share candidate feedback to continuously improve. Apply relevant employment and recruiting policies, including EEO and OFCCP where required, maintain accurate and complete documentation within the ATS, protect candidate data and uphold confidentiality standards. QualificationsRequired:2+ years of recruiting experience with demonstrated success as an adviser to hiring managers. Demonstrated ability to identify and engage scarce skill sets, developing forward‑looking pipelines that ensure the business is prepared for both current and future talent demands. Skilled with ATS and CRM platforms and professional sourcing tools, for example Workday, Greenhouse, SuccessFactors, LinkedIn Recruiter, and Indeed. Strong communication, facilitation, and consultative influencing skills. Ability to interpret recruiting data and market insights to inform strategy and improve processes. Knowledge of employment laws and fair hiring practices. Preferred:Experience supporting multi‑site or high volume environments. Experience supporting manufacturing, supply chain, engineering, or operations environments across hourly and salaried roles. Bachelor degree in Human Resources, Business, Marketing, or a related field, or equivalent experience. Core CompetenciesBusiness acumen and understanding of operations Talent advising and stakeholder management Inclusive and structured selection Sourcing strategy and market mapping Project management and prioritization Communication and facilitation Data‑driven problem solving and continuous improvement Candidate and hiring manager experience Success MetricsTime to fill at or below target for priority roles, with predictable lead times communicated to the business. Quality of hire improvements as shown by hiring manager satisfaction, new hire ramp indicators, and early retention. Positive candidate and hiring manager feedback scores. Clean and compliant ATS data, with useful dashboards and narratives that inform decisions. Repeat requests from leaders who view you as a trusted advisor. Tools & TechnologiesApplicant Tracking System and Candidate Relationship Management tools Sourcing platforms and talent mapping tools Collaboration and reporting tools for dashboards and updates Work EnvironmentOnsite presence at manufacturing site required, period travel for hiring events and community partners. This role will begin onsite during training with an opportunity to transition to hybrid. Salary Range$71,000-$87,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.) This position includes a competitive benefits package. Equal Opportunity & AccommodationAll hiring decisions are ultimately made by human reviewers. We may use technology assisted tools, including artificial intelligence, to help identify and evaluate candidates, but all decisions remain in human hands. Johnson Controls’ Canadian subsidiaries are committed to providing reasonable accommodation to applicants, candidates and employees with disabilities, in accordance with applicable human rights legislation and the Accessibility for Ontarians with Disabilities Act. When requested, accommodation will be provided throughout all stages of the recruitment and selection process. Any information you provide related to accommodation measures will be treated as confidential.#J-18808-Ljbffr