Sr Manager, Talent Acquisition

Summary

The Senior Talent Acquisition Manager is responsible for leading the organization’s talent acquisition function and developing and executing recruiting strategies that attract, assess, select, and hire high-quality talent to meet current and future business needs.

This position leads and develops a team of recruiting professionals while serving as a strategic talent advisor to hiring managers, senior leaders, Human Resources, and other business partners. The Senior Talent Acquisition Manager translates workforce and business plans into actionable recruiting strategies, provides talent-market insights, establishes consistent and effective hiring practices, and uses data to continually improve recruiting outcomes.

The Senior Talent Acquisition Manager is accountable for the effectiveness of the full recruitment lifecycle, including workforce and hiring planning, sourcing strategy, candidate attraction, selection practices, offer development, recruiting technology, compliance, candidate experience, hiring manager experience, recruiting metrics, and transition to onboarding.

This role requires demonstrated success recruiting for technical and difficult-to-fill positions, particularly engineering and other specialized professional talent. Experience with in aerospace, aviation, defense, advanced manufacturing, or another highly technical environment is strongly preferred.

• Develop and execute comprehensive talent acquisition strategies aligned with organizational goals, workforce plans, business growth, and anticipated talent needs.

• Partner with senior leaders, hiring managers, Finance, HR, and other stakeholders to understand workforce requirements and translate headcount plans into actionable recruiting strategies.

• Develop hiring forecasts and recruiting plans based on anticipated workforce needs, turnover, growth, program requirements, and critical skill gaps.

• Identify positions and skill sets that may present recruiting challenges and proactively develop sourcing and pipeline strategies.

• Provide leaders with talent-market intelligence, including candidate availability, market competitiveness, compensation trends, geographic considerations, and recruiting challenges.

• Recommend alternative talent strategies when traditional recruiting approaches are unlikely to meet business needs.

• Develop short- and long-term talent pipelines for critical, difficult-to-fill, and recurring positions.

• Maintain awareness of business priorities and adjust recruiting resources and strategies as organizational needs change.

• Lead, coach, develop, and support a team of recruiters and/or talent acquisition professionals.

• Establish clear expectations, priorities, service standards, and performance goals for the Talent Acquisition team.

• Assign requisitions and balance recruiter workloads based on volume, complexity, specialization, business priority, and recruiter capacity.

• Monitor individual and team performance and provide regular coaching, feedback, and development.

• Build recruiter capabilities in sourcing, interviewing, candidate assessment, hiring‑manager consultation, negotiation, closing candidates, use of technology, and data management.

• Create a collaborative, accountable, responsive, and service‑oriented Talent Acquisition team.

• Provide hands‑on recruiting support for critical, executive, highly specialized, or difficult‑to‑fill positions as business needs require.

• Serve as a trusted talent advisor to hiring managers and senior leaders.

• Conduct effective recruiting intake and strategy discussions to understand position requirements, business needs, candidate…