At Electric Boat, Talent Acquisition plays a critical role in building the Operations leadership pipeline needed to execute our mission and meet increasing production demands at both Groton, CT and Quonset Point, RI. We take a strategic, long-term approach to recruiting—filling immediate leadership needs while developing a strong bench of future Operations Supervisors and leaders who will drive safety, quality, schedule, and cost performance on the deckplates.

Talent Acquisition Partners supporting Operations act as embedded partners to the shipyard, working closely with leadership to identify, attract, and select candidates who demonstrate the mindset, accountability, and hands-on leadership required to succeed in a fast-paced manufacturing environment. This role is instrumental in hiring and developing leaders who will directly impact build execution and workforce engagement.

We are committed to delivering an exceptional experience for both candidates and hiring leaders while building a sustainable pipeline of talent aligned with Electric Boat’s Core Principles.

As a Talent Acquisition Partner for Operations Leadership, you will:

• Partner directly with Operations leadership across Groton and Quonset Point shipyards to identify hiring needs and develop short- and long-term workforce strategies focused on Operations Supervisors, rotation programs, and frontline leadership roles
• Execute targeted recruiting strategies to support key hiring pipelines, including:
• Desk to Deckplate (Operations PDP / Ships Supervisor PDP)
• External leadership hires
• Internal development from Operations and other areas of the business
• Develop a deep understanding of the shipyard environment, trade work, and deckplate leadership expectations to effectively assess candidate fit for high-volume, fast-paced operations
• Regularly engage with departments on the deckplates and work with Groton and Quonset Point to stay aligned with workforce needs
• Review, create, and refine job descriptions and postings to accurately reflect the demands of Operations leadership roles, including safety, first-time quality, and schedule execution
• Provide consistent communication to hiring managers regarding candidate pipelines, hiring progress, and market insights to drive timely and effective hiring decisions
• Source and recruit qualified candidates for current and future leadership roles using a variety of channels including internal pipelines, military outreach, industry recruiting, and community partnerships
• Conduct and guide candidate evaluations using structured interview techniques and iCIMS selection tools, with a focus on hands-on leadership, accountability, and ability to lead in a production environment
• Present and recommend top candidates who demonstrate the ability to lead teams on the deckplates, communicate effectively with trades, and drive results aligned with Electric Boat’s Core Principles

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, Psychology, Communications, or related field.
• Equivalent combination of education and relevant recruiting experience may be considered.

• 3+ years of full-cycle recruiting experience.
• 1+ years experience recruiting for frontline and mid-level leadership positions in high-volume environments.
• Proven ability to manage multiple requisitions simultaneously while maintaining a high-quality candidate experience.
• Experience conducting behavioral-based interviews and assessing leadership competencies.
• Strong stakeholder management skills with the ability to influence hiring managers and business leaders.
• Experience utilizing applicant tracking systems (ATS), sourcing tools, and recruiting metrics.
• Proficiency with Microsoft Office Suite and recruiting technologies.

Preferred Qualifications

• Experience recruiting operations leadership positions such as supervisors, managers, production leaders, shift managers, area managers, or department managers.
• Recruiting experience in high-volume industries including manufacturing, distribution, logistics, retail, hospitality, warehousing, or transportation.
• Experience supporting workforce planning, succession planning, or leadership development programs.
• Knowledge of behavioral interviewing techniques and competency-based hiring practices.
• Experience developing recruiting strategies for hard-to-fill leadership roles.
• Familiarity with military talent pipelines and veteran hiring initiatives.
• Experience recruiting active-duty military members transitioning to civilian careers, veterans, or reserve personnel, particularly those with leadership backgrounds.
• Experience building partnerships with military transition programs, veteran organizations, or military installation career centers.
• Certification such as SHRM-CP, PHR, AIRS, or LinkedIn Recruiter Certification.
• Experience supporting diversity, equity, inclusion, and employee resource group initiatives.

• • Talent Assessment
  • Relationship Building
  • Influencing and Consulting
  • Business Acumen
  • Leadership Potential Evaluation
  • Candidate Experience
  • Strategic Sourcing
  • Data-Driven Decision Making
  • Project Management
  • Adaptability and Resilience
  • Continuous Improvement
  • Integrity and Accountability
  • Excellent verbal and written communication skills.
  • Demonstrated ability to build relationships with candidates, hiring leaders, and community partners.
  • Strong organizational skills with the ability to prioritize competing demands and meet deadlines.