“Calm waters don’t make great sailors.” That’s the motto Gordon Patterson uses to lead Talent Acquisition at LKQ. In this episode of Shift Talk, Gordon shares how he’s helped evolve TA into a strategic function that empowers people, connects with operations, and builds a culture that sticks. If you lead HR, TA, or Operations in manufacturing or distribution, Gordon’s people-first playbook is one worth a listen.
Building a Talent Function That Lasts
When Gordon stepped into his role as Director of Talent at LKQ, he saw an opportunity to build a team and structure that could grow with the business. He started with three clear priorities:
- People: Build a team around shared values.
- Process: Align workflows across regions while respecting site-level nuance.
- Technology: Focus on fundamentals first, then layer in tools to scale.
“You’ve got to build the culture before you build the tech. Otherwise, you’re just automating the wrong thing.”
From Admin to Strategic Advisor: Earning a Seat at the Table
Too often, Talent Acquisition teams are seen as paper-pushers rather than business partners. Gordon set out to change that. How?
- Monthly Executive Reports – Transparent updates shared with leadership on recs, metrics, and process improvements.
- On-the-Ground Engagement – TA leaders visiting sites, shoulder-to-shoulder with hiring managers.
- Business Fluency – Understanding P&Ls and local market dynamics to better prioritize open roles and align resources.
“When you speak the language of the business; financials, margins, operations you earn credibility and partnership.”
Aligning TA + Ops with a Shared Mission
At the heart of Gordon’s strategy is a mission statement created with input from leaders: “The LKQ Talent Acquisition team will provide best-in-class recruitment support by focusing on candidate experience, hiring leader support, and a robust recruiting process—built on people, process, and technology.”
This mission became a North Star, not just for the TA team, but for how they partner with the business. Gordon and his team rolled out a consistent hiring process, developed site-level subcultures within the broader LKQ culture, and committed to regular feedback loops with hiring managers.
Growing Future Talent Through Community Connection
Instead of waiting for applicants to come to them, Gordon and his team take a proactive approach to community engagement that’s building LKQ’s brand awareness.
- Partnerships with nonprofits supporting veterans, women reentering the workforce, and career transitioners.
- Mock interviews, panels, and community events to build trust and visibility.
- Early pipeline development through partnerships with high schools and technical programs like SkillsUSA.
“Sometimes it’s not about saying ‘come work here’ – it’s about showing up in your community and building trust first.”
Rethinking Retention: Culture, Communication & Career Conversations
One of Gordon’s biggest takeaways on retaining hourly talent? Start early – with honesty and consistency.
- Set expectations during recruitment
- Use onboarding to reinforce culture and safety
- Follow up regularly with check-ins and feedback
- Have career conversations early, even for frontline roles
“Every employee deserves to know where their career could go – even if it’s not a straight line.”
We’ve seen this pattern hold true across many frontline environments: the companies that retain talent long-term are the ones that communicate clearly from day one. When workers understand what to expect, feel supported early on, and see a path forward – even offering flexibility in scheduling – they stick around. Retention starts with how you show up on Day 1 and what story you continue to tell.
Connect with Gordon Patterson
About the Shift Talk Podcast
Shift Talk is a podcast by MyWorkChoice where we talk about the real shift happening in manufacturing and distribution. From broken systems to bold new models, we bring honest conversations to the frontline of work.
