Who We Are
Established over 70 years ago, we are two of the largest Taft-Hartley trust funds in the United States. With over $50 billion in assets and $7 billion in benefits paid each year, we provide critical health insurance and lifetime retirement benefit services to nearly one million Teamster participants and family members. At Central States/TeamCare we jointly administer two trusted organizations:

TeamCare, a Central States Health Plan
Central States Southeast and Southwest Areas Health and Welfare Fund was founded in 1950 and was one of the first non-profit labor health funds in the United States. Since 2014, the Fund has done business under the tradename TeamCare. Today TeamCare covers the lives of 550,000 members, from 1,100 different employers, making it the largest labor healthcare fund in the
country.

Central States Pension Fund
Central States Southeast and Southwest Areas Pension Fund was founded in 1955 and has blazed a trail to retirement security. Paying over $90 billion in lifetime pension benefits for 690,000 retirees and beneficiaries to-date and has revolutionized the pension world of American workers. 

The Recruiter plays a strategic and highly consultative role within the Talent Acquisition function. This position is responsible for acting as a Talent Advisor leading full-cycle recruiting for a diverse portfolio of roles, including corporate, technical, and leadership positions; while proactively developing pipelines for hard-to-fill talent. The Recruiter partners closely with hiring leaders, HR Business Partners, and cross-functional stakeholders to enhance the recruiting process, improve hiring quality, drive consistency in hiring, and position Talent Acquisition as a trusted advisor within the organization.

•  Lead full-cycle recruitment for assigned departments, including intake meetings, sourcing, screening, interviewing, selection, offer negotiation, and onboarding coordination.
•  Build and maintain strong talent pipelines for technical, specialized, and leadership roles through direct sourcing, passive outreach, networking, and market research.
•  Serve as a strategic partner to hiring managers and HRBPs by advising on labor market insights, compensation trends, role design, and candidate experience.
•  Drive consistent recruitment processes by implementing interview frameworks, assessments, and hiring best practices across teams.
•  Maintain strong TA metrics (time-to-fill, pipeline health, source effectiveness, recruiting SLAs) and provide regular reporting to HR leadership.
•  Champion employer brand efforts and support outreach initiatives, career events, and community partnerships.
•  Leverage ATS/HRIS systems to ensure data accuracy, compliance, and process optimization.
•  Collaborate with leaders to define current and future talent needs, participating in workforce planning discussions.
•  Drive a strong candidate experience by ensuring timely communication, transparent expectations, and respectful interactions at every stage.
•  Identify opportunities to streamline hiring processes and improve internal hiring capability across the organization.

•  Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).
•  7+ years of full-cycle recruiting experience, preferably supporting a mix of corporate, technical, and/or hard-to-fill roles.
•  Technical recruiting experience is required.
•  Proven success directly sourcing and engaging passive candidates in competitive markets.
•  Experience recruiting in complex environments (unionized or call center preferred).
•  Strong relationship-building skills with the ability to influence and advise senior leaders.
•  Experience using ATS platforms, recruiting analytics, and market intelligence tools.
•  Strong negotiation, communication, and stakeholder management skills.
•  Highly organized, detail-oriented, and able to manage multiple requisitions at once.
•  Demonstrated ability to drive process improvements and deliver measurable recruiting outcomes.

Pay Range:
$85,000-$95,000
The posted range of pay represents the anticipated pay scale for this position. Final pay will be determined based on a variety of job-related factors, including, but not limited to, skills, experience, education, certifications, internal equity, and organizational needs.