Manager, Talent Acquisition

Overview

The Manager, Talent Acquisition is a working leader responsible for managing and developing a team of Talent Acquisition professionals while actively leading full‑cycle recruitment for complex, specialized, executive‑level, and hard‑to‑fill roles. This role partners with business leaders, hiring managers, and HR to execute recruiting strategies aligned with organizational goals and workforce needs. In addition to recruiting leadership, the Manager oversees Talent Acquisition operations, including workload management, reporting, compliance, vendor coordination, process improvement, systems support, and implementation of TA initiatives.

The role serves as a trusted resource to recruiters and leadership while ensuring recruiting practices align with employment laws, OFCCP/AAP requirements, company policies, and best practices. Flexible work arrangements are offered, including fully remote or hybrid options from U.S. office locations.

• Provide day‑to‑day leadership, guidance, coaching, onboarding, training, and performance management for Talent Acquisition team members.
• Manage full‑cycle recruitment for complex, specialized, confidential, executive‑level, and hard‑to‑fill positions.
• Partner with hiring managers and HR leadership to develop recruiting strategies, workforce planning solutions, candidate assessments, and hiring timelines.
• Develop and implement targeted sourcing strategies for niche and competitive talent markets.
• Manage recruiting workload balancing, requisition prioritization, and consistency in recruiting practices, candidate experience, and hiring manager support across the team.
• Oversee administration and coordination of recruiting platforms, vendor relationships, subscriptions, user access, contractors, and purchase orders.
• Troubleshoot and support improvements related to Workday Recruiting processes, workflows, reporting, system functionality, onboarding activities, Hire Right, vendors, and recruiting processes.
• Lead review and coordination of background check results, adverse action processes, and compliance activities in accordance with company policy, FCRA requirements, OFCCP/AAP requirements, and employment laws.
• Monitor recruiting metrics, labor market trends, operational performance indicators, and process bottlenecks to support recruiting strategy and continuous improvement.
• Lead implementation of Talent Acquisition initiatives, process improvements, organizational roll‑outs, training materials, and recruiting resources.
• Identify recruiting and operational challenges and implement practical solutions to improve efficiency, compliance, and hiring outcomes.
• Represent Talent Acquisition professionally with candidates, hiring managers, vendors, and internal stakeholders while supporting special projects and serving as backup support for Talent Acquisition team members as needed.
• Other special projects and duties as assigned.

• Bachelor’s degree in Human Resources, Business Administration, or related field; 3 years of full‑cycle recruiting or related TA/HR experience.
• Alternatively, 5 years of directly related experience in lieu of a degree.

• Demonstrated experience recruiting for complex, specialized, executive‑level, confidential, or hard‑to‑fill roles.
• Strong understanding of recruiting operations, employment laws, OFCCP/AAP requirements, and compliance‑related recruiting practices.
• Experience supporting recruiting systems, vendor coordination, operational troubleshooting, and process improvements preferred.
• Strong knowledge of Workday Recruiting, background screening processes, and recruiting metrics preferred.
• Demonstrated ability to manage competing priorities and operate effectively within a fast‑paced, matrixed environment.
• Previous experience leading a team preferred.

• Advanced sourcing, recruiting, and candidate engagement techniques.
• Strong understanding of labor market dynamics and recruiting operational challenges.
• Ability to influence and coach hiring managers through complex hiring decisions.
• Strong judgment in confidential, sensitive, and non‑routine recruiting…