At Bel, we are not just a company—we are a company on a Mission, built on 160 years of bold innovation, family values, and a commitment to social purpose. With beloved brands like Babybel®, GoGo squeeZ®, The Laughing Cow®, and Boursin®, our snacking solutions bring more than joy; they want to serve as a force for good. Our U.S. Mission? To help close the critical 80% nutrition gap by making it easier for Americans to eat more fruits, veggies, and dairy as part of their daily lives.

The company has headquarters in Chicago and New York City and operates 4 manufacturing plants in Little Chute, WI; Brookings, SD; Traverse City, MI; and Nampa, ID.  #IWorkForAllForGood

JOB SUMMARY:

The Talent Acquisition Partner is responsible for leading full-cycle recruitment for salaried positions across our North American manufacturing organization. Supporting four manufacturing sites, this role partners closely with HR teams and Hiring Managers to attract, assess and hire high-quality talent across a broad range of functions and levels — from professional and supervisory positions to senior managers and Plant Leadership Team roles.

Beyond managing the recruitment process, the Talent Acquisition Partner acts as a trusted advisor and recruitment expert to the business. The role provides Hiring Managers with market insights, challenges and refines hiring profiles, recommends effective selection strategies, and helps strengthen interviewing and hiring capabilities across the organization.

This position requires strong recruitment expertise, business acumen and the credibility to influence managers at different levels of the organization while driving consistent, structured and effective recruitment practices across multiple locations.

While Chicago is our preferred location for this role, we are also open to candidates based at any of our four industrial plants in Little Chute, WI; Brookings, SD; Traverse City, MI; and Nampa, ID. 

JOB RESPONSIBILITIES:

Full-Cycle Recruitment

• Lead end-to-end recruitment for salaried positions across 4 manufacturing sites, from requisition intake through offer acceptance.
• Ensure a positive candidate experience, stakeholders’ satisfaction, and compliant processes
• Collaborate with factories to understand talent needs and develop strategic sourcing, using data and technology to drive efficiency and ensure diversity in candidate pools
• Lead structured intake discussions with Hiring Managers to understand the business need, define success criteria and translate them into an effective candidate profile and search strategy.
• Assess candidates against technical requirements, leadership capabilities and organizational fit. Drive the interview, selection and offer process, ensuring appropriate pace, quality and consistency throughout the recruitment lifecycle.
• Proactively build and manage talent pipelines (internal and external) for current and future position needs, supporting vacancy and succession planning in partnership with HR Business Partners and factory leadership.
• Develop and maintain relationships with external recruitment partners, as well as acting proactively with HR Managers to optimize our local employer branding.

Talent Acquisition Advisory & Hiring Manager Partnership

• Act as a trusted advisor to Hiring Managers and HR teams, providing expertise throughout the hiring process rather than simply executing recruitment requests.
• Advise and challenge Hiring Managers on candidate profiles, required capabilities, market availability and realistic expectations.
• Provide talent market insights and recommendations to help managers make informed hiring decisions.
  Recommend appropriate sourcing, assessment and selection approaches based on the level and complexity of each position.
• Support Hiring Managers in objectively evaluating candidates and making high-quality selection decisions.
• Build strong relationships and credibility with stakeholders ranging from frontline managers to senior plant and functional leadership.

Sourcing, Interviewing & Hiring Capability

• Develop and execute proactive sourcing strategies based on position complexity, location and local labor market conditions.
• Proactively identify and engage passive candidates through LinkedIn Recruiter, job boards, professional networks, referrals and other sourcing channels.
• Build talent pipelines for recurring, business-critical and hard-to-fill positions.
• Promote structured and consistent interviewing practices across the organization.
  Coach and train Hiring Managers on effective interviewing techniques, candidate assessment and selection best practices.
• Help managers translate job requirements into clear interview criteria and relevant behavioral and competency-based questions.
• Develop and/or implement interview guides, assessment frameworks and other tools that improve the quality and consistency of hiring decisions.
• Provide guidance on interview panel composition, roles and responsibilities when appropriate.
  Continuously identify opportunities to strengthen Hiring Manager capability and overall recruitment effectiveness across the five sites.

Recruitment Excellence & Continuous Improvement

• Drive consistent and effective recruitment practices across all supported manufacturing locations.
• Identify gaps and opportunities in existing recruitment processes and recommend practical improvements.
• Develop and implement recruitment tools, templates, guidelines and best practices that improve efficiency and quality of hire.
• Ensure a professional, responsive and engaging candidate experience throughout the recruitment process.
• Maintain accurate and timely recruitment information within the Applicant Tracking System (ATS).
• Monitor key recruitment metrics including time-to-fill, pipeline health, sourcing effectiveness and offer acceptance, and use data to identify opportunities for improvement.
• Ensure recruitment practices comply with company policies and applicable employment regulations.
• Contribute to employer branding and recruitment initiatives that strengthen the organization’s ability to attract talent in competitive manufacturing markets.

Demonstrate the Company’s values and winning behaviors while adhering to all company policies and practices, including safety and environmental protocols, quality standards, and Good Manufacturing Practices (GMP).

All other duties as assigned.

REQUIREMENTS:

EDUCATION

• Bachelor’s degree in human resources, Business Administration or a related field, or equivalent proven professional experience.

EXPERIENCE

• Minimum of five (5) years’ full-cycle recruitment experience, within manufacturing, industrial or similarly complex multi-site environments.

Required Skills:

• Demonstrated experience recruiting salaried professional, technical, supervisory and leadership positions.
• Demonstrated experience in HRIS and applicant tracking systems (ATS); proven ability to generate, analyze, and interpret HR/talent data and present findings in actionable ways.
• Strong knowledge of recruitment tools, Applicant Tracking Systems, LinkedIn Recruiter and major sourcing platforms.
• Experience and appetite for AI tools, and new technologies in HR processes
• Excellent interpersonal and communication skills, with the ability to build collaborative relationships at all levels of the organization.
• Experience managing multiple searches simultaneously across different functions, seniority levels and geographic locations
• Ability to operate in autonomy, challenge constructively, prioritize effectively and deliver results in a fast-paced, multi-site environment.
• Demonstrate a continuous improvement mindset, proactively seeking ways to optimize processes and drive efficiency.
• Ability to proactively bring creative solutions and fresh perspectives to challenges.
• Strong initiative and ability to own projects

Physical Requirements & Working Conditions

• Work is performed largely in an hybrid office environment.
• Hours of work will generally be during regular business hours with at least 40 hours a week.
• At times there will be some variation in work hours due to special projects, deadlines and other concerns.
• Must be able to travel intermittently via airplane within the U.S. and internationally 10%.
• Exposure to a plant environment which requires use of appropriate Personal Protective Equipment (PPE).

Equal Opportunity Statement

Bel Brands is an equal employment opportunity employer. The Company’s policy is not to discriminate against any applicant or employee based on race, color, sex, religion, national origin, age (40 and over), disability, military status, genetic information or any other basis protected by applicable federal, state, or local laws. Bel Brands also prohibits harassment of applicants or employees based on any of these protected categories. It is also Bel Brand’s policy to comply with all applicable federal, state and local laws respecting consideration of unemployment status in making hiring decisions.

Disclaimer

This job description provides a general overview of the position, it is not a comprehensive list of all duties, responsibilities, and qualifications. Employees may perform additional functions as needed. The company reserves the right to modify this job description at any time, reflecting business needs. Employees must satisfactorily perform essential functions and physical requirements/working conditions with or without reasonable accommodation. The company will accommodate qualified individuals with disabilities where feasible, provided such accommodation does not impose undue hardship.

Total Rewards

• Range Base Salary: $70,000 - $95,000
• Eligible to an annual performance-based bonus
• PTO and Medical, Dental and Vision Benefits from Day 1
• 401k Match

Bel Brands is an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran status, disability status or any other basis protected by applicable federal, state, or local laws. Bel Brands also prohibits harassment of applicants or employees based on any of these protected categories. It is also Bel Brand’s policy to comply with all applicable federal, state and local laws respecting consideration of unemployment status in making hiring decisions.

Bel Brands is committed to recruiting, hiring and promoting people with disabilities and veterans. If you need an accommodation or assistance in using the website, please call 312-462-1500.

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