Manager of Talent Acquisition, Term

The Manager of Talent Acquisition will lead recruitment and talent acquisition efforts for the Paul Angell Foundation (Paul Angell) during a significant period of organizational growth. This role will create a thoughtful, organized,equitable, and people-centered hiring experience while helping Paul Angell build the systems, strategies, and talent pipelines needed to support its continued growth.

Working closely with the Director of Talent and Culture, CEO, hiring managers, and colleagues across the organization, the Manager of Talent Acquisition will manage full-cycle recruitment while also contributing to workforce planning, succession planning, staffing strategy, onboarding, and longer-term talent development.

This role requires someone who is both people-centered and operationally strong. The ideal candidate cares deeply about candidate experience while also enjoying strategy, project management, systems, relationship-building, and execution. They will be comfortable working with colleagues at all levels of the organization and representing

Paul Angell externally.

The Manager of Talent Acquisition will also be an active member of the broaderHRteam, contributing to cross-departmental initiatives, organizational learning, staff committees, and other HR priorities as needed.

This position is envisioned as a five-year capacity-building role aligned with Paul Angell’santicipatedperiod of significant growth. As the organization reaches greater scale and hiring needs evolve, the position may develop into a broader HR Manager role, or its responsibilities may eventually be incorporated across theHRteam.

• Manage full-cycle recruitment across Paul Angell, from position planning and sourcing through selection and accepted offer.

• Partner with the Director of Talent and Culture, CEO, and organizational leaders to develop and implement annual and longer-term hiring and staffing strategies.

• Support workforce and succession planning by helpingidentifyfuture staffing needs, critical roles,anticipated transitions, organizational capacity needs, and talent gaps.

• Develop recruitment plans, timelines, sourcing strategies, interview processes, and selection criteria in partnership with hiring managers.

• Build proactive talent pipelines and relationships that position Paul Angell to respond effectively to current and future staffing needs.

• Manage multiple searches simultaneously while ensuring strong project management, communication, and follow-through.

• Create a welcoming, transparent,equitable, and responsive candidate experience that reflects Paul Angell’s culture and values.

• Serve as a key point of contact for candidates and ensure clear communication throughout the recruitment and selection process.

• Partner with and prepare hiring managers and interview committees to support consistent and effective selection practices.

• Represent Paul Angell at conferences, career fairs, universities, professional associations, networking events, and other recruitment opportunities.

• Build relationships across philanthropic, nonprofit, professional, university, and community networks to expand Paul Angell’s access to talent.

• Strengthen Paul Angell’s employer presence and continuouslyidentifyways to improve the candidate andhiringmanager experience.

• Manage Paul Angell’s applicant tracking and recruitment systems, processes, templates, documentation, and workflows.

• Develop recruitment calendars, project plans, dashboards, and tools that keep searches organized and on schedule.

• Track and analyze recruitment and workforce data toidentifytrends, evaluate effectiveness, and inform staffing decisions.

• Develop scalable and consistent recruitment practices that support Paul Angell as the organization grows.

• Maintain accurate and confidential candidate andhiring records and ensure recruitment practices align with organizational policies and applicable requirements.

• Partner acrossHR, Operations, IT, and hiring teams to support a coordinated and welcoming onboarding experience.

• Manage the transition from candidate to employee, including pre-boarding communications, coordination, and onboarding preparation.

• Develop and improve onboarding resources, processes, and systems as Paul Angell grows.

• Help design, launch, and manage a future internship program, including recruitment,selection, onboarding, and the…