Talent Acquisition Partner – Project Engineering (Fixed-term)

(12‑month Fixed-Term Contract)

Primary focus: Nordics | EMEA support as required

Powering the world sustainably starts with the right people — and that begins with you.

Hitachi Energy is accelerating the global energy transition. To support our rapid growth, we are seeking a high-impact Talent Acquisition Partner who thrives in competitive engineering talent markets and knows how to identify, engage, influence, and close top technical professionals.

This is a 12‑month fixed-term role. Given Hitachi Energy’s ongoing growth, there may be opportunities to continue in the organization beyond the assignment, subject to business needs and individual performance.

As Talent Acquisition Partner – Project Engineering, you will own end-to-end recruitment for project engineering roles primarily across the Nordics, while also supporting EMEA hiring needs in line with business priorities.

You will operate with a high degree of autonomy, partnering closely with Hiring Managers and HRBPs to deliver against challenging, project-driven recruitment demands, supported by a collaborative and experienced Talent Acquisition team.

Fluent English language is a requirement; additional European languages including Swedish, German, French, Italian or Spanish are desirable.

Whilst flexibility in location is provided; knowledge of the recruitment market in the Nordics is required.

• Fill critical Project Engineering roles – fast
  Own full-cycle recruitment for project engineering profiles, driving proactive sourcing and conversion of passive talent for roles such as Project Engineers, Design Engineers, and Control & Protection Engineers across grid, substation, HVDC, and large-scale transmission & distribution projects.

• Sell the opportunity with conviction
  Lead high-energy, consultative conversations that clearly articulate Hitachi Energy’s mission, project footprint, and career opportunities. Confidently manage objections, negotiate offers, and close top engineering talent in competitive markets.

• Be the market maker
  Build and continuously refresh talent maps and pipelines by geography, discipline, and project type. Provide real-time insights on talent availability, compensation trends, and competitor activity to proactively shape hiring strategies.

• Raise the hiring bar
  Influence Hiring Managers and HRBPs with data-driven recommendations on profiles, assessment methods, and process design—aligning expectations with market reality and enabling decisive hiring forums.

• Run a high-velocity recruiting process
  Orchestrate structured sourcing sprints, maintain warm slates, and move candidates rapidly from first touch to offer, while delivering a strong candidate experience and maintaining compliance standards.

• Strengthen employer branding at source
  Tailor go-to-market messaging for project engineering communities across energy and infrastructure networks, leveraging referrals, professional associations, and targeted outreach.

• Create repeatable success
  Capture what works—messaging, sourcing channels, profiles, and interview approaches—and translate insights into playbooks for the wider TA organization.

• Proven closer in technical recruitment
  Track record of headhunting and closing passive project engineering talent within energy, transmission & distribution, grid infrastructure, EPC, or large-scale industrial engineering environments (agency, in-house, or RPO).

• Hard-selling, consultative approach
  Strong in objection handling, offer strategy, and stakeholder influence; comfortable challenging assumptions and guiding decisions using market data.

• EMEA talent acquisition experience
  Proven ability to run multi-country searches and adapt to local market nuances. Additional European languages are an advantage.

• Pipeline- and insight-driven
  Hands-on experience with talent mapping, competitive intelligence, and funnel metrics (e.g. time-to-slate, conversion rates, source effectiveness).

• Process excellence
  Strong command of structured interviewing, assessment for engineering roles, and ATS/Workday best practices, with high attention to documentation and compliance.

• Action-oriented and resilient
  Comfortable managing high requisition volumes in dynamic project environments while maintaining quality and candidate experience.

• Purpose-driven mindset
  Motivated by the energy transition and committed to hiring the people who enable safe, reliable, and sustainable infrastructure.

• Applications are reviewed on an ongoing basis, so early application is encouraged.
• Employee benefits vary by country and role level.
• Further details will be shared during the recruitment process.