The posting
Company Description
Mission Critical Group (MCG) is an end-to-end power solutions and services provider that accelerates time-to-power and delivers scalable, resilient infrastructure for mission critical environments. By integrating engineering, manufacturing, modular deployment, and lifecycle services under one platform, we streamline execution and bring complex projects online faster - without compromising performance. With a robust U.S. manufacturing network, MCG supports data centers, power generation, healthcare, oil & gas, pharmaceuticals, semiconductors, and industrial facilities where uptime is non-negotiable. Mission Critical Group designs, manufactures and provides value-added services for customers requiring critical power solutions. Powering a new electric world for a brighter, more secure future.
Job Description
The TA Lead plays a critical role in enabling business growth through the attraction, hiring, and development of top talent across rapidly expanding manufacturing in the power industry, including electrical equipment, modular and enclosures, and power generation systems. Operating within a matrix structure, this role partners closely with business unit HR leadership and works in close alignment with workforce planning activities to ensure talent acquisition strategy and delivery are fully connected to business priorities, workforce plans, and site expansion initiatives.
Reporting to the Director of Talent Acquisition (MCG), this on-site role based in Boise, Idaho owns talent acquisition delivery for all non-exempt (front-line) hiring across Power Generation Solutions (PGS), covering two Idaho sites (Caldwell and Nampa) and two sites in Abilene, Texas, driving the front-line hiring engine and partnering closely with senior operational and functional leaders to drive hiring outcomes aligned to production, engineering, and growth priorities.
This is a hands-on leadership role responsible for leading a team (3 direct reports), while also shaping how talent acquisition operates; reducing time to hire, improving quality of hire, strengthening vacancy management, engaging the local labor market, and enhancing both hiring manager and candidate experiences.
This role requires a leader who can not only manage a team but also contribute to a culture that embodies our core values, champions an inclusive and equitable hiring approach, and continues to raise the bar in how we attract and select talent.
Success in this role requires strong organization, prioritization, and stakeholder influence, alongside the ability to build scalable, effective hiring practices in a fast-paced, growth-oriented environment.
Accountabilities:
Talent Acquisition Delivery & Execution
- Lead end-to-end recruitment for all non-exempt (front-line) roles across the business unit, ensuring timely, high-quality hiring outcomes across production, skilled trades, and technical roles
- Partner with business leaders to prioritize vacancies based on operational impact and business needs
- Drive the front-line hiring engine, keeping a steady, high-volume flow of qualified candidates through screening, interview, and offer so production and site needs are met
- Drive measurable reductions in time to hire and improvements in quality of hire and offer acceptance rates
- Act as a player-coach, supporting critical or complex searches directly where needed
Stakeholder Partnership & Workforce Planning
- Build trusted relationships with senior stakeholders across the business unit
- Provide visibility and insight into vacancy pipelines, hiring progress, and risks
- Support new site development and expansion hiring, ensuring proactive workforce planning
- Influence hiring decisions through data, market insight, and talent expertise
Vacancy Management & Operational Excellence
- Establish strong vacancy management discipline, ensuring clarity, ownership, and prioritization
- Implement structured intake, tracking, and reporting mechanisms
- Drive consistency in hiring processes while allowing flexibility for business needs
- Identify and remove bottlenecks across the hiring lifecycle
Team Leadership & Capability Building
- Lead, coach, and develop a team of Talent Acquisition professionals (3 direct reports)
- Set clear expectations around delivery, stakeholder engagement, and candidate experience
- Build team capability in consultative recruiting, prioritization, and data-driven decision-making
- Foster a high-performance, collaborative team culture
Hiring Manager Engagement, Candidate Experience & Quality of Hire
- Elevate the end-to-end candidate experience, ensuring professionalism, communication, and alignment to company values
- Partner with hiring managers to improve interview effectiveness and decision quality
- Ensure a consistent, high-quality experience across all non-exempt (front-line) hiring activity
- Actively engage hiring managers on their open roles, keeping them informed, aligned on priorities, and equipped to make timely, well-founded hiring decisions
- Deliver ongoing improvements to quality of hire, using new-hire performance, early attrition, and hiring manager feedback to sharpen selection and raise the bar over time
Local Labor Market Engagement & Pipeline Building
- Own local labor market engagement for the business unit, building MCG’s presence and reputation as an employer of choice in each site community
- Gather and share labor market pulse insights (pay, availability of skills, competitor activity) to inform hiring plans and offer decisions
- Plan and lead participation in career fairs, community events, and local hiring initiatives
- Build early careers partnerships with technical schools, community colleges, apprenticeship programs, and workforce development organizations
- Build and maintain proactive talent pipelines for recurring and hard-to-fill front-line roles so vacancies can be filled quickly as they open
Talent Systems, Reporting & Attraction Strategy
- Leverage and optimize talent systems (e.g., SmartRecruiters) to drive efficiency and visibility
- Develop and maintain clear reporting on hiring performance, pipeline health, and forecasting
- Enhance attraction strategies, including job marketing, sourcing channels, and early talent pipelines
- Explore innovative approaches to talent attraction (e.g., technical schools, targeted campaigns, geo-fencing, etc.)
Qualifications
Required Knowledge/Experience:
- Proven experience in Talent Acquisition leadership, ideally within manufacturing, engineering, or industrial environments
- Experience hiring for technical and operational roles (e.g., engineering, production, skilled trades)
- Strong track record of partnering with senior stakeholders and influencing hiring decisions
- Demonstrated ability to manage and prioritize multiple vacancies in a fast-paced environment
- Experience leading or mentoring TA teams
- Strong understanding of recruitment metrics, reporting, and workforce planning
- Experience working with ATS platforms (e.g., SmartRecruiters or similar)
- Ability to balance strategic thinking with hands-on execution
Supervisory Requirements
- Direct leadership of 3 Talent Acquisition team members
- Responsible for team performance, development, and delivery against hiring goals
- Sets direction, priorities, and standards for all non-exempt (front-line) TA delivery within the business unit
Additional Information
- FLSA executive and professional positions paid on a salary basis, where project requirements and tight client deadlines may require workweeks over forty (40) hours (including weekends or holidays)
- This role will work in an office setting, however, frequent visits to the production floor are required to oversee operations, ensure compliance and safety standards, and engage staff.Mobility: Ability to move around the manufacturing plant, including walking, standing, and climbing stairs. Manual Dexterity: Occasional use of hands to handle or feel objects, tools, or controls. Lifting: Ability to lift and carry items up to twenty-five (25) pounds. All lifting should be done following OSHA standards. Visual and Auditory Requirements: Must be able to see and hear well enough to navigate the plant safely and communicate effectively with team members.
MCG is an equal opportunity employer prohibiting discrimination based on race, color, creed, religion, sex, marital status, physical or mental disability, and any other protected classes stated by applicable federal and state laws. MCG is committed to providing equal employment opportunities to qualified individuals with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.
