Jorge O. Miranda is a diversity-focused talent acquisition professional with a deep passion for helping individuals advance their careers. He excels at fostering connections that drive organizational success and diversity initiatives, demonstrating a commitment to creating inclusive workplaces. Leveraging his expertise in building strong relationships with stakeholders at all levels and across various functions, Jorge consistently delivers value-added services to engage top, diverse talent.
Journey in Talent Acquisition and Advocacy
I bring over 20 years of experience in talent acquisition, covering key aspects such as sourcing, screening, selection, and project management. Throughout my career, I have had the privilege of mentoring and guiding a diverse range of team members and colleagues.
As someone of Hispanic descent, advocating for diverse talent has been my passion for the past decade. I dedicate this expertise to connecting underrepresented professionals with opportunities through my current role as Talent Acquisition Manager at Peabody Energy.
Peabody is a global coal mining company with operations in the U.S. and Australia, headquartered in St. Louis, Missouri. I lead a team responsible for recruiting and developing talent pipelines for U.S. operations, focusing on attracting skilled professionals to ensure seamless daily operations. A significant portion of our recruitment is driven by employee referrals, which remain one of the most efficient and cost-effective ways to fill positions. Additionally, by sourcing passive talent for leadership and technical roles, we engage candidates through job boards and other recruitment platforms.
Modern Talent Acquisition and Workforce Diversity
Recruiting for highly competitive roles presents unique challenges across industries. For instance, hiring IT professionals such as developers or business analysts requires a strong online presence and targeted advertising. In contrast, recruiting coal miners—a core focus of my current role— demands on-the-ground engagement. We achieve success by hosting onsite hiring events, where we promote job opportunities in specific geographic areas and directly connect with potential candidates.
“Building and nurturing networks holds significant power by engaging with reliable individuals who can harness the true value of relationships and create meaningful connections”
However, a growing shortage of skilled tradespeople— including electricians, welders, and mechanics—poses a challenge in filling positions quickly. As experienced professionals retire, the talent pool shrinks, and younger generations appear less inclined to pursue labor-intensive careers. Meanwhile, as compensation expectations rise due to inflation, balancing these demands while maintaining fiscal responsibility is essential.
The recruitment landscape has shifted significantly over time, with candidates increasingly prioritizing flexible work schedules and competitive compensation. In response, Peabody has adapted by offering more flexible work arrangements. Additionally, our team invests in early career talent development by partnering with universities—particularly those with mining engineering programs—to attract young, diverse professionals while strengthening our employer brand.
Building a Winning Talent Pipeline
Developing a diverse talent pipeline requires ongoing engagement and networking with various organizations. I have personally connected with the Hispanic Chamber of Commerce and other diversity-focused groups in St. Louis, which has significantly expanded my network. Encouraging company leaders to participate in these initiatives is crucial for fostering an inclusive workplace.
Once diverse candidates are hired, creating a welcoming environment is essential for long-term retention. For example, implementing a buddy system, where new hires are paired with colleagues from similar backgrounds, can ease their transition. This not only improves employee retention but also strengthens Peabody’s reputation, as satisfied employees are more likely to refer talented professionals from their own networks.
Peabody’s strong internal culture and leadership also play a critical role in attracting top-tier talent. Many employees have remained with the company for decades, and we actively promote our long-term career growth opportunities. Communicating these benefits—along with our commitment to safety and work-life balance— differentiates us from competitors in the mining industry.
Guidance from Experience
For those aspiring to make a lasting impact in human resources, my advice is to build and nurture professional networks early on. Networking is one of the most powerful tools in talent acquisition, and it has been instrumental in my career. Additionally, it’s crucial to focus on branding and employer positioning. As a recruiter, you are essentially marketing the company as a great place to work, and maintaining a consistent, positive employer image attracts high-quality candidates.
Another key strategy is developing strong analytical and reporting skills to assess and optimize recruitment efforts. As you grow in HR, you must justify recruitment decisions using data-driven insights. Since senior leadership frequently evaluates recruitment success through key performance metrics, understanding how talent acquisition impacts overall business goals is essential.
Building and maintaining meaningful connections is a cornerstone of effective talent acquisition. Developing a strategic talent pipeline requires innovative sourcing techniques, a strong commitment to diversity, and adaptability in an ever-evolving job market. Whether through creative engagement strategies, leveraging networks, or continuous skill development, HR professionals play a vital role in shaping the future of their organizations.
