Talent Acquisition & Total Rewards Specialist

Talent Acquisition & Total Rewards Specialist

Department: Human Resources

Reports To: Director of Human Resources

Job Classification: Exempt

Pay Range:

Minimum: $41,600

Midpoint: $49,920

Maximum: $58,240 (Annual)

Why Work Here

At MRC Industries, we offer a dynamic work environment that fosters innovation, values diversity, and promotes professional growth. We are dedicated to empowering individuals with disabilities through meaningful employment and community engagement. Join a team committed to fostering inclusivity and making a positive impact on people's lives.

Job Summary

The Talent Acquisition & Total Rewards Specialist is a dual-focus strategic partner responsible for driving MRC Industries' growth and employee retention. You won't just fill seats; you will build a sustainable talent pipeline that aligns with our mission. You will serve as a Total Rewards advocate, ensuring our staff understands their value while maintaining high standards of compliance and operational excellence.

As a high-impact contributor, you will own the full-cycle recruiting process-from proactive sourcing to offer negotiation. Beyond the hire, you ensure cultural immersion through a modernized onboarding experience and serve as the guardian of compliance, benefits oversight, and performance management.

Essential Duties and Responsibilities

1. Strategic Talent Acquisition

• Mission-Driven Advocacy: Leverages high-impact recruitment skills to articulate MRC's value proposition, transforming passive candidates into "mission-driven advocates."
• Pipelining & Sourcing: Proactively builds a "ready-to-hire" talent pool through community partnerships, college recruitment, social media, and networking.
• Selection Partnership: Consults with hiring managers to define core competencies, refine interview guides, and ensure selection processes are unbiased and effective.
• Market Analysis: Periodically reviews job descriptions and market trends to ensure our roles remain competitive in a shifting labor market.

2. Modernized Onboarding & Performance Management

• The "First Impression" Strategy: Designs and facilitates an onboarding experience focused on cultural immersion and long-term retention.
• Review Cycle Oversight: Administers and manages the employee performance lifecycle, including the issuance and tracking of 90-day introductory reviews and annual performance evaluations.
• Engagement Tracking: Monitors the "new hire journey," intervening with supervisors to ensure evaluations are meaningful tools for development rather than just checkboxes.
• Compliance Leadership: Audits and oversees the digital integrity of the iSolved HRIS system, ensuring I-9 and E-Verify processes, amongst other data is 100% compliant.

3. Total Rewards & Benefits * Benefits Education: Acts as a proactive educator, creating wellness communications and workshops so employees fully utilize their benefits. Executes Total Rewards statements annually.

• Plan Optimization: Collaborates with the Director and brokers during annual renewals to analyze census data and suggest cost-saving measures or plan improvements.
• Audit & Oversight: Leads the annual open enrollment audit and monthly reconciliation to identify and resolve billing discrepancies.
• Leave Management: Coordinates FMLA and workplace accommodations to balance employee needs with operational continuity. Requires familiarity with ACA, FMLA, ADA, FLSA, and COBRA.

4. Risk Management & Compliance Excellence

• Information Integrity: Maintains comprehensive, "audit-ready" electronic and physical files, including educational backgrounds and active certifications.
• Credentialing Integrity: Automates and oversees the tracking of licensures and mandatory background checks (OIG/SAM/Sanction lists).
• Safety & Workers' Comp: Proactively manages claims to facilitate "Return to Work" programs and maintains responsibility for OSHA reporting (Forms 300, 300A, 301).
• Process Improvement: Continuously evaluates HR administrative workflows to streamline document retention and modernize compliance frameworks.

Required Skills/Abilities

• Consultative Approach: Ability to advise managers on hiring best practices rather than just executing requests.
• Data Fluency: Ability to analyze recruitment and benefits data to identify trends (e.g., turnover causes or benefit underutilization).
• Tech-Savvy: Advanced proficiency in Microsoft 365 and HRIS (iSolved) with an interest in leveraging automation.
• Communication & Influence: High-level EQ for navigating sensitive FMLA and performance discussions. Possesses the persuasive skills necessary for high-impact recruitment and the ability to serve as a Subject Matter Expert (SME).

Education and Experience

• Education: Bachelor's degree preferred in HR, Business, or Organizational Development.
• Experience: 3+ years of HR experience. PHR or SHRM-CP certification is a major plus.
• Software: Proficiency in HRIS systems, Applicant Tracking Systems (ATS), Census Data Tracking, Microsoft 365 (Word, PowerPoint, Excel, Teams and Outlook), VLOOKUP/ XLOOKUP, Pivot Tables and Data Formatting

Physical Requirements & Work Conditions

• Prolonged computer work and sitting.
• Occasional lifting up to 35 lbs.
• Local travel for networking and recruitment events (mileage reimbursed).
• Note: MRC provides full training and safety protocols regarding potential exposure to bloodborne pathogens in our community-based settings.

At MRC, we value diversity and are committed to fostering a workplace where all employees feel respected, supported, and empowered. Individuals are recruited, hired, and promoted based solely on relevant job-related criteria and without regard to age, color, race, national origin, ancestry, religion, creed, sex, sexual orientation, gender, gender identity or expression, pregnancy or related conditions, marital or familial status, disability, genetic information, veteran or military status, immigration or citizenship status (as permitted by law), caste, or any other status protected by applicable law. EOE.

We welcome applicants from every background. Veterans and individuals with disabilities are strongly encouraged to apply. Requests for accommodation in the application process are welcomed and can be directed to Human Resources.