Sr. Manager, Talent Acquisition and Outreach

Overview

Senior Manager, Talent Acquisition and Outreach responsible for developing and executing enterprise‑wide talent acquisition, workforce planning, and employer branding strategies that support organizational growth and long‑term business objectives. The role partners with executive leadership and business leaders to identify workforce needs, assess labor market trends, and develop proactive talent strategies to ensure the organization attracts, hires, and retains high‑quality talent. It provides leadership for recruiting, onboarding, outreach, and workforce planning functions while driving continuous improvement, compliance, and operational excellence.

This role is critical to building a scalable talent acquisition organization that supports manufacturing growth, operational expansion, and future workforce needs.

• Develop and execute enterprise‑wide talent acquisition and workforce planning strategies aligned with organizational growth objectives and long‑term business needs.
• Partner with executive leadership and business leaders to assess workforce requirements, labor market conditions, talent risks, and recruiting priorities.
• Lead workforce forecasting initiatives to support operational growth, facility expansion, organizational transformation, and evolving workforce demands.
• Establish and monitor key performance indicators, metrics, and reporting tools to evaluate recruiting effectiveness and drive accountability.
• Lead, mentor, and develop talent acquisition professionals responsible for full‑cycle recruiting, candidate engagement, and onboarding activities.
• Drive continuous improvement efforts that enhance recruiting efficiency, candidate experience, quality of hire, and overall talent acquisition outcomes.
• Oversee executive and specialized recruiting efforts while supporting succession planning and organizational capability development initiatives.
• Develop and implement employer branding, outreach, and talent community strategies that strengthen the organization’s ability to attract future talent.
• Manage talent acquisition budgets, vendor partnerships, and external recruiting relationships while ensuring compliance with applicable employment laws and organizational policies.
• Foster collaboration across business units and human resources functions to support organizational culture, employee experience, and business performance.
• Analyze workforce and recruiting data to identify trends, opportunities, and areas for improvement.
• Represent the organization at community, educational, industry, and professional networking events to enhance talent pipeline development.
• Support organizational initiatives related to workforce development, diversity of talent pipelines, and employee engagement.

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.
• 10+ years of progressive talent acquisition, workforce planning, or human resources experience.
• 5+ years of leadership experience managing recruiting teams in a manufacturing, industrial, engineering, or multi‑site operational environment, or equivalent.
• Master’s degree in Human Resources, Business Administration or related field preferred.
• Professional Human Resources, Senior Professional Human Resources, SHRM Certified Professional, or SHRM Senior Certified Professional certification preferred.
• Experience supporting multi‑site manufacturing operations and utilizing workforce planning and labor market analytics.

• Advanced knowledge of talent acquisition strategies, workforce planning, and recruitment best practices.
• Strong leadership, coaching, mentoring, and team development skills.
• Ability to analyze workforce data, labor market trends, and recruiting performance metrics to support business decisions.
• Excellent verbal, written, presentation, and interpersonal communication skills.
• Strong project management, organizational, and problem‑solving abilities.
• Ability to build effective partnerships with executive leadership, business leaders, external partners, and community organizations.
• Knowledge of applicable federal, state, and local employment laws and…