Talent Acquisition Manager

Summary: The Talent Acquisition Manager is responsible for leading and overseeing full-cycle talent acquisition activities for professional, technical, leadership, and hard-to-fill positions across the organization. This role serves as a strategic talent advisor to hiring managers, HR leaders, and business partners, providing expertise in workforce planning, recruiting strategy, talent market trends, candidate assessment, and selection.

The Talent Acquisition Manager develops and executes effective recruiting strategies designed to attract, engage, and hire high-quality talent while ensuring a positive candidate experience and alignment with the organization’s culture and business objectives. The role is responsible for developing talent pipelines, leveraging data and market insights to improve recruiting outcomes, supporting employer branding and recruitment marketing initiatives, and ensuring recruiting practices are compliant with applicable employment laws and organizational policies.

This position provides leadership, coaching, and guidance to Talent Acquisition Specialists and other individuals involved in the recruitment process and serves as a key partner in continuously improving the organization's talent acquisition strategy, processes, and capabilities.

Essential Duties and Responsibilities:

• Lead and oversee full-cycle recruitment for assigned positions, including intake meetings, recruitment strategy development, sourcing, screening, interviewing, selection, offer preparation, negotiation support, and onboarding coordination.

• Partner with hiring managers and HR leaders to understand current and future workforce needs, establish position requirements, and develop effective and timely recruitment strategies.

• Serve as a strategic talent advisor by providing hiring managers and business leaders with insights regarding candidate availability, talent market conditions, compensation expectations, recruiting trends, and competitive hiring practices.

• Develop and implement proactive sourcing strategies using professional networks, employee referrals, job boards, social media, talent communities, direct outreach, and other appropriate recruiting resources.

• Build and maintain strategic talent pipelines for recurring, specialized, leadership, and difficult-to-fill positions to support both immediate and future organizational needs.

• Provide leadership, coaching, and mentoring to Talent Acquisition Specialists and other recruiting team members, promoting consistent recruiting practices, accountability, collaboration, and professional development.

• Establish and monitor recruiting goals, priorities, and performance measures to support the organization's talent acquisition strategy and business objectives.

• Maintain accurate candidate, requisition, and recruitment activity data in the applicant tracking system and related reporting tools.

• Analyze recruiting metrics, including time-to-fill, source effectiveness, candidate quality, offer acceptance, pipeline activity, and hiring manager satisfaction; identify trends and recommend process improvements.

• Develop and implement strategies to improve recruiting efficiency, candidate quality, hiring outcomes, and overall candidate experience.

• Ensure a professional and engaging candidate experience through timely communication, consistent follow-up, clear expectations, and effective representation of the organization.

• Support and enhance the organization's employer brand and recruitment marketing efforts, including career events, internship and campus recruiting, community outreach, social media initiatives, and other talent attraction activities.

• Partner with HR leadership and other stakeholders on workforce planning, organizational growth initiatives, succession-related talent needs, and other strategic talent acquisition priorities as appropriate.

• Develop and maintain relationships with external recruiting resources, professional organizations, educational institutions, community organizations, and other talent sources as appropriate.

• Provide guidance and consultation to hiring managers and business partners regarding interview…