Talent Operations CoE Specialist NAM

About INNIO Group:

INNIO Group is a global distributed energy solutions provider that delivers reliable flexible transient decentralized modular and efficient power. With a track record of innovation INNIO designs manufactures and services highperformance power systems under its Jenbacher and Waukesha brands. The company delivers power for applications including data centers microgrids grid stabilization industrial energy and gas compression.

INNIO operates a global installed base across approximately 100 countries as of December 31 2025 supported by a resilient highmargin services business that delivers longterm recurring revenues across the full equipment lifecycle. As electricity demand acceleratesdriven by AI electrification and grid constraintsINNIO enables scalable behindthemeter power generation with high efficiency fast start capability strong transient performance and fuel flexibility including hydrogenready solutions. INNIO employs over 5000 people worldwide and is committed to moving energy forward.

Why this role exists:

INNIO North America (NAM) runs hiring across multiple sites with the Talent Operations COE Specialist accountable for delivery standards systems data early talent employer brand and compliance.

This role owns the operating spine of NAM Talent. It is the difference between having a standard and having a standard that holds.

Reports to:Talent Strategy Leader NAM

Travel: 15-20% domestically including Waukesha Trenton Houston & Welland site locations.

What you own:

Requisition governance and data integrityPosition-to-Hire compliance across every NAM requisition. Draft aging target hire dates assigned HRM and pay band fields are correct and current. You are the person who chases the gaps and escalates when they do not close.

Demand Forum operationsThe 48-hour pre-read with a written recommendation against every aged requisition. Decisions logged and tracked to their dates. Requisitions with no decision auto-hold and you enforce that.

Talent reportingWeekly hiring manager updates Project Green inputs and Steer Co talent data. You produce the numbers and you stand behind them. When the data is wrong you say so before someone else finds it.

University Relations deliveryEnd-to-end execution of the 2027 cohort: school relationships event calendar intern program mechanics conversion tracking.

Employer brand executionYou do not set the brand strategy. You run the calendar the content pipeline and the vendor coordination so committed work ships on date.

Systems administrationJobvite configuration hygiene standards and the NAM side of the Jobvite and Workday open items list.

What you do not own:

Named plainly so there is no confusion in month three.

• Recruiting delivery sourcing and candidate pipeline. That is the NAM Delivery Leader.
• Compensation band decisions and exceptions. That is Total Rewards.
• Hiring decisions. Those are the business.
• Talent strategy and the standards themselves. You run them shape them with what you see and do not set them alone.

First 90 days:

Days 1 to 30.Position-to-Hire compliance baseline across all open NAM requisitions with named gaps by site. Demand Forum pre-read produced without support by week four.

Days 31 to 60.Jobvite hygiene standard documented and applied. University Relations 2027 calendar locked with schools confirmed.

Days 61 to 90.Weekly reporting running on your own. Aged requisition count trending down with dated decisions behind every movement.

What you need to bring:

• Three or more years in talent acquisition HR operations or HR systems
• Applicant tracking system administration. Jobvite or Workday preferred
• Comfort building and defending a report to senior leaders
• Willingness to chase people for data and escalate when they do not respond
• Judgment about what is worth escalating and what is not

What we are not asking for

A background in recruiting delivery. This role is operations governance and program execution. Someone who thinks in systems and follow-through.