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Recruiter III

Date: Oct 4, 2021

Location: Chicago, IL, US

Company: James Hardie

As a member of the Talent Acquisition Team, The Sr. Recruiter is responsible for partnering with business leaders on a national, regional, an/or local level as appropriate to provide consultative and Recruiting services for a variety of exempt-level positions.  The incumbent assesses the Talent Acquisition Team’s and strategies to ensure optimum return on investment from a cost basis, but more importantly, to superior quality of hires. This includes implementation and measurement of sourcing and external branding strategies.  The incumbent also provides expertise and counseling to hiring managers to help them select candidates based on appropriate data gathering and integration techniques to ensure compliance with all company standards and employment laws.

Position Responsibilities

Consults with national, regional, and/or local business leaders to initiate and develop in-depth and innovative staffing strategies and plans to fill position vacancies or to provide guidance and subject matter expertise for future staffing planning for a particular region, department, and/or corporate business function by:

  • Understanding the business and competitive positioning of the Company and applying this understanding to the application of strategic staffing planning and recommendations;
  • Recognizing the different perspectives and priorities of executives and functional groups within the Company to effectively meet the diverse needs and timing of the various business leaders;
  • Establishing proper expectation levels for all parties involved in hiring practices by coordinating, implementing, and continuously improving the Staffing and Selection System with hiring managers;
  • Developing and maintaining a strong rapport with key leaders; and
  • Providing counsel and expertise in all areas of recruitment and staffing (e.g., employment law, process, trends, assessment, advertising, etc.).

Works to achieve staffing metrics and goals including quality of applicant pools, diversity, number of hires, hiring manager satisfaction, and cost-per-hire, and other service level agreement-related data by:

  • Analyzing job descriptions to determine required qualifications for appropriate research and research avenues;
  • Reporting and record-keeping through knowledge of an applicant tracking system and/or staffing database systems; and
  • Collecting and analyzing data on demographics and hiring activity for use in measuring recruitment plans and making recommendations to Sr. Manager as requested.

Recruits for well-qualified exempt candidates from a variety of sources, assesses candidate pool, selects candidates, interviews finalists, recommends top candidates to hiring manager/s for hiring, and provides guidance for the negotiation/offer phase to close the candidate.

Proactively evaluates and assesses the business functions’ staffing needs and organizational and reporting structure to implement creative, efficient, and effective sourcing and recruitment campaigns by:

  • Applying expertise and knowledge to build a properly defined candidate profile necessary to drive an effective sourcing program;
  • Interviewing hiring managers to gain standard information as well as to clarify ambiguous information necessary to thoroughly complete the staffing requisition and candidate profile;
  • Providing training and direction on Targeted Selection methods and proper and effective legal interviewing techniques;
  • Researching top performers to profile and make recommendations to the Sr. Manager, Recruiting as to unique and diverse methods of sourcing quality candidates;
  • Promoting and enhancing employee referral program; and
  • Designing and developing additional interview questions as necessary in conjunction with Targeted Selection behavior interviewing questions to unearth hidden success factors and competency skills for each round of candidate interviews.

Develops a sourcing plan that maximizes sourcing dollars and reduces the time necessary to narrow the candidate pool to those candidates who are best matched to the original candidate profile by:

  • Determining the best sourcing method for different position vacancies depending on geographic location, position level, available candidate pool, number of openings, etc.;
  • Writing and reviewing job advertisements for use in a variety of mediums;
  • Advancing and executing against creative sourcing techniques for hard-to-fill positions including direct sourcing, internet recruiting, networking, name generation, creative cold-calling, university relations, industry events, utilization of external research, etc.;
  • Partnering with third-party vendors and advertisers and functioning as the key representative and resource for hiring managers by providing creative methods of building prospect pools;
  • Integrating diversity into the staffing process;
  • Building and maintaining a competitive intelligence database qualifying and extracting information from multiple data sources to create a candidate pipeline for current and future hiring needs; and
  • Providing summary research and analysis of candidates in the pipeline for other team members.

The position responsibilities outlined above are in no way to be construed as all encompassing.  Other duties, responsibilities, and qualifications may be required and/or assigned as necessary. 

Knowledge, Skills, and Abilities:


  • Demonstrated knowledge of federal and state employment law and equal employment guidelines and policies including the principles and practices of staffing administration including methods and techniques used in recruitment and selection, classification and compensation, and training.
  • Demonstrated knowledge of core capabilities/competencies approach to staffing and meeting a large organization’s business needs.
  • Business acumen to elicit trust and credibility with all levels of the organization.
  • Demonstrated significant staffing experience in handling challenging human resource/recruitment issues in a diverse and dynamic environment.
  • Demonstrated knowledge of advanced human resources functions such as compensation, benefits, employee/labor relations, training and development.
  • Teamwork/Collaboration expertise with significant experience in team/project-oriented activities.
  • Demonstrated ability to adapt to a variety of human resources issues with successful outcomes and demonstrate openness to new ideas and approaches.
  • Strong understanding and appreciation of a diverse work environment and have demonstrated initiatives for recruiting for diversity.
  • Demonstrated expertise to conduct innovative sourcing and prescreening activities and related assessment tools.
  • Demonstrated expertise of research methods and report preparation.
  • Demonstrated ability to effectively take action to solve problems while exhibiting sound judgment and successful stress tolerance.
  • Experience with an Applicant Tracking System.
  • Superior interpersonal and written/oral communication skills with the ability to relate well and cooperate with others to effectively coordinate activities and accomplish goals.
  • Demonstrated advanced skills with the standard features of various personal computer word processing and spreadsheet software (Microsoft Word and Excel, PowerPoint, Outlook, Internet, and other proprietary software).
  • Demonstrated ability to act independently upon information and make decisions that achieve optimal results.
  • Results-oriented to ensure delivery of appropriate products and services in an accurate, complete, and timely fashion.
  • Ability to travel up to 15% as necessary.



  • Bachelor's Degree in Human Resources Management, Business Administration or related field or equivalent experience will be considered for the right applicant
  • 5+ years of experience working closely with hiring managers on behavioral interviewing and consultative recruiting as well as other human resources issues in a dynamic and diverse environment for a large organization on a national level.
  • Experience assessing and identifying the needs of hiring managers and developing creative staffing strategies to implement effective staffing plans.




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