Job Summary

The Manager, Talent Acquisition oversees recruiting delivery across the business, ensuring the TA team meets KPIs such as outreach effectiveness, candidate conversion, time-to-fill, source efficiency, and offer acceptance. This leader will meet regularly with business executives and HR leadership to provide updates, review data-driven reports, and advise on trends in the candidate market. While primarily focused on leading the team, the Manager, Talent Acquisition will also personally manage a select set of requisitions, modeling best-in-class recruiting practices and setting the standard for candidate experience, sourcing strategies, and time-to-fill. This hands-on approach ensures credibility with the team while maintaining sharpness in execution.

Key Responsibilities

Team Leadership & Development 

• Lead, coach, and develop a team of Talent Acquisition Partners (TAP through Lead level when applicable).
• Set clear performance expectations aligned with industry-standard recruiting KPIs (outreach, pipeline conversion, time-to-fill, source efficiency, offer acceptance).
• Provide ongoing mentorship, feedback, and career development guidance to elevate team performance.
• Foster a culture of accountability, collaboration, and continuous improvement.

Business Partnership & Executive Presence

• Act as the primary Talent Acquisition contact for assigned business groups.
• Regularly meet with business leaders to review requisition status, candidate pipelines, and market insights.
• Provide proactive updates on roles trending off track and present recommendations for solutions.
• Advise executives on market conditions, talent availability, and competitive intelligence.

Strategic Insights & Data-Driven Execution

• Create, analyze, and edit recruiting reports for both team performance and business-facing updates.
• Leverage recruiting data and KPIs to identify risks, opportunities, and improvements in delivery.
• Proactively present insights and solutions on requisition health, candidate experience, and market trends before issues escalate.
• Own team-level metrics reporting, ensuring accuracy and transparency with leadership.

Recruiting Innovation & Thought Leadership

• Act as a TA thought leader, challenging the status quo and introducing innovative strategies for sourcing, talent attraction, and recruitment marketing.
• Partner with employer branding and marketing to design creative campaigns that attract passive and diverse talent pools.
• Drive adoption of creative sourcing strategies across the team, ensuring modern methods (Boolean, AI, X-ray, social media, referral campaigns) are consistently applied.
• Evaluate new TA tools and technologies; partner with HR and IT on recommendations and implementations.

Operational Excellence

• Personally manage a select portfolio of requisitions, setting the example in candidate experience, sourcing execution, and speed-to-fill.
• Ensure the recruiting process delivers a world-class candidate experience from outreach to hire.
• Collaborate with HR partners on workforce planning, requisition prioritization, and process alignment.
• Manage relationships with third-party agencies, monitor spend, and report on ROI and vendor performance.
• Drive consistency in TA processes, workflows, and compliance across the team. 

KSAs (Knowledge, Skills, and Abilities)

• Strategic thinker who can translate recruiting data into actionable insights and solutions.
• Hands-on recruiter who sets the standard for candidate experience and performance metrics.
• Strong communicator with the ability to influence and engage executives and senior leaders.
• Creative problem solver with a passion for sourcing innovation and recruitment marketing.
• Proactive operator who addresses risks and solutions before they reach stakeholders.
• Culture builder who develops, inspires, and elevates their team to peak performance.
• Travel: Up to 15% as needed for team meetings, business unit engagement, or recruiting events.

Minimum Qualifications

• 8+ years of progressive recruiting experience, including 2–3 years in a leadership or lead talent acquisition partner capacity.
• Proven track record managing and mentoring recruiters/sourcers at multiple levels.
• Strong expertise in full-cycle recruiting and advanced sourcing strategies, with a willingness to stay hands-on for select roles.
• Highly analytical with a proven ability to create, interpret, and act on recruiting data and KPIs.
• Demonstrated success influencing and advising senior business leaders with executive-level presence.
• Experience managing third-party recruiting agencies, including budget and performance oversight.
• Proficiency with ATS/CRM systems (e.g., SAP SuccessFactors, SmartRecruiters) and sourcing/reporting tools.
• Bachelor’s degree required.

Compensation and Benefits

In compliance with this state’s pay transparency laws, the salary range for this role is $107,200 - $160,800. This is not a guarantee of compensation or salary, as final offer amount may vary based on factors including but not limited to experience and geographic location. (The specific programs and options available to an employee may vary depending on date of hire, schedule type, and the applicability of collective bargaining agreements). 

We care about our employees, and it shows. Our staff receive a competitive salary and a comprehensive benefits package which includes medical/Rx, dental and vision coverage; life, AD&D and disability insurance; flexible spending accounts; 100% paid maternity leave for up to 12 weeks, parental leave, family leave, other paid time off; voluntary benefits and discount programs to meet our employees’ individual needs including pet insurance for our furry family members!