Talent Acquisition Partner - Power & Energy

Job description

Career Area: Human Resources Job Description: Your Work Shapes the World at Caterpillar Inc. When you join Caterpillar, you're joining a global team who cares not just about the work we do – but also about each other. We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here – we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it. Our Power & Energy segment supports customers in oil and gas, power generation, marine and industrial applications, including Cat® machines. The product and services portfolio include reciprocating engines, generator sets, gas turbines and turbine-related services, the remanufacturing of Caterpillar engines and components and remanufacturing services for other companies, and product support of on-highway vocational trucks for North America. Power & Energy is also developing the advanced power sources of the future and is working on many solutions to help our customers lower their carbon footprint. From drilling for oil to transporting natural gas, and from powering cities to fueling data centers, Caterpillar Power & Energy drives progress across the global energy value chain. Our unmatched portfolio and expertise enable us to deliver reliable solutions for diverse industries and applications. As a Talent Acquisition Partner , you will support hiring across our Electric Power Division (EPD) and Electrification + Energy Solutions (E+ES) businesses, helping attract and hire talent across engineering, manufacturing, technology, and commercial functions. You will manage the full recruitment lifecycle for assigned positions, partnering with hiring managers to understand role requirements, identify qualified candidates, and facilitate an efficient hiring process. In this role, you will support recruitment efforts across a variety of levels, from early career talent to experienced professionals. As a Talent Acquisition Partner, you will build strong working relationships with hiring managers, candidates, and HR partners while delivering a positive candidate experience. You will leverage sourcing tools, recruitment best practices, and talent market information to help fill positions effectively and support business hiring needs. This position combines hands-on recruiting, candidate engagement, and stakeholder collaboration to drive timely and high-quality hiring outcomes. What You Will Do • Counsel and advise hiring managers regarding recruiting strategies and practices that support the goals and direction of the organization; leverage data to drive decision-making. • Recruit, interview, check references, make offers, and communicate orientation and start date plans for new employees. • Utilize applicant tracking systems (ATS), Candidate Relationship Management (CRM) tools, and industry-leading sourcing technologies to deliver the most qualified candidates for current roles and build strong candidate pipelines for future roles. • Develop plans for sourcing appropriate and diverse candidates, conduct the interview process, and extend offers to selected candidates while maintaining a low cost per hire. What You Will Have: Relationship Management: Working knowledge of relationship management techniques, and the ability to establish and maintain healthy working relationships with hiring managers, HR and TA peers. Level Working Knowledge Partner with hiring managers and HR to align on role expectations, hiring strategy, and process Maintain consistent communication with stakeholders and candidates on progress, expectations, and outcomes Build long-term relationships with talent pipelines and key business partners Influence and guide stakeholders to drive collaborative, efficient hiring decisions Customer/Market Focus: Understanding of the importance of remaining aware of shifting market priorities and ability to respond to internal and external customer needs in a manner that consistently adds value. Level Working Knowledge Identify and anticipate hiring manager and candidate needs based on market conditions Provide insights on talent availability, compensation, and competitive landscape Ensure recruiting strategies align with business priorities and deliver measurable value Escalate and address trends impacting hiring effectiveness or candidate experience Candidate Sourcing: Knowledge of techniques, methods and channels of candidate sourcing; ability to attract, engage, and qualify candidates for immediate job vacancies or as potential long-term job candidates. Able to build pipelines for hard-to-fil skill sets for critical roles within the organization. Level Working Knowledge Develop and execute multi-channel sourcing strategies (LinkedIn, referrals, market mapping) Build and maintain proactive pipelines aligned to current and future hiring needs Craft targeted outreach to engage passive and diverse candidate pools Continuously optimize sourcing tools, channels, and approaches based on results Staffing and Recruiting: Ability to identify, select, and relocate qualified candidates, both internally and externally, for a wide range of positions. Demonstrable experience managing end-to-end recruitment and able to partner with hiring managers and wider stakeholders across an organization. Level Working Knowledge Manage end-to-end recruitment from intake through offer acceptance across multiple roles Advise hiring managers on selection, interview practices, and decision-making Solve complex hiring challenges and adjust strategies to meet business needs Ensure consistent, efficient, and compliant recruiting processes across stakeholders Workforce Analytics: Knowledge of human resources (HR) and workforce issues and trends; ability to analyze and translate workforce data, information and metrics and apply into actionable insights for business leaders and TA leadership. Level Basic Und