Job Description:

Piedmont Plastics is the leading independent and privately held distributor of performance plastics in North America. Since first opening our doors in 1968 with just one location and five employees, Piedmont has grown to over 50 locations across North America, employing over 650 individuals.

At Piedmont Plastics, we are a family, and believe our people are the foundation of our success. Our company culture is engrained in every facet of our business, and we are devoted to maintaining an enjoyable, open, and supportive atmosphere across the organization. We care about and respect one another by demonstrating integrity in everything that we do and take pride in giving our employees the ability to thrive in a growth-oriented environment.

Our diverse workforce brings passion to the mission of Piedmont Plastics every day – to be best-in-class in the distribution of performance plastics. Our materials can be found in every industry market segment, and we are concentrated on satisfying our customers with expert product knowledge and a solutions-focused mentality.

Join a team that works together in a collaborative and winning environment to continuously exceed customers’ expectations. After all, Piedmont Plastics is “where solutions take shape!”.

Today, Piedmont Plastics is currently hiring for a Talent Acquisition Coordinator. This individual will will support the Talent Acquisition team by providing administrative support throughout the full recruitment lifecycle along with assisting in the planning and coordination of training sessions and large company meetings.

Along with the mentioned duties above, this role will:

• Work with a third party, perform background checks and coordinate drug tests for all new hires


• Administer pre-employment assessments for final candidates and responsible for communicating results and entering information into online system


• Coordinate group onsite interviews for Branch General Manager positions (creates itinerary, gathers candidate info, and reserves room)


• Use the company human resources information system, onboard each new hire using the appropriate process for each position


• Keep onboarding documents current such as job descriptions, compensation agreements, and other new hire information


• Inform all applicable departments when a new employee is hired by drafting and sending an email notification email with information about new hires.


• Assist new hires with the completion of onboarding forms and documents


• Assist US employees complete the Employment Eligibility Form (I-9) and sending this information to the DHS and SSA to perform E-verify


• Maintain list of approved staffing agencies and gathers certificates of liability


• Via email, send notifications to certain individuals in the company on the new hire’s first day of employment


• Administer the company employee referral program


• Administer the company relocation program


• Conduct annual motor vehicle background checks for all employees that receive an auto allowance and other occasional drivers


• Work with a third party, ensuring employment law posters are up-to-date and posted at all locations


• Assist Talent Acquisition team at job fairs and other recruiting functions


• Assist other members of the HR team during times of heavy workload


• Keep current with employment law, human resource trends, and internal HR policies and procedures


• Assist in the planning and coordination of training sessions and large-scale company meetings, including booking venues, coordinating logistics, and catering.


• Act as a liaison between event organizers, vendors, and venue staff to facilitate communication and resolve any logistical challenges.


• Assist in the management of event budgets, expense tracking, and invoices reconciliation.


• Communicate training schedules, updates, and reminders to participants via email, intranet, or other communication channels.


• Help prepare training materials, including handouts, presentations, and manuals.


• Assist in the maintenance of training-related documentation and databases, ensuring accuracy and compliance with company policies and procedures.


• Help collect and compile feedback from participants and trainers to assess the effectiveness of training programs.

To be successful in this position, an ideal candidate will have:

• Minimum of 1 year experience working within HR functions (I9, background checks, motor vehicle reports)


• Proficiency in Microsoft Word, Excel, Outlook and PowerPoint


• Experience working within a HRIS (UKG) is preferred but not required


• Ability to comprehend, analyze, interpret, and produce professional communications within deadlines.


• The ability to travel (less than 10%) to some recruiting events throughout the calendar year with the Talent Acquisition Specialist

What Piedmont Plastics offers:

• Industry leading wages


• Medical, Dental and Vision Insurance


• Life, AD&D


• Long Term Disability


• Paid Time Off


• Educational Reimbursement


• Supplemental Life Insurance


• 401(k) Retirement Savings Plan including employer matching

Please apply for the position by using the Apply Now button
No phone calls from applicants or staffing firms, please

Piedmont Plastics is an equal opportunity affirmative action employer and administers all personnel practices without regard to race, color, religion, sex, age, national origin, disability, sexual orientation, gender identity or expression, marital status, veteran status, genetics or any other category protected under applicable law.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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