Sr. Manager, Talent Acquisition

Summary and Qualifications

The Sr. Manager, Talent Acquisition leads the strategy, design, and performance of full-lifecycle talent acquisition initiatives to build a highly skilled and sustainable pipeline of professional and clinical talent. They oversee the scaling and execution of end-to-end recruitment operations and sourcing strategies - championing high-volume process excellence while developing and mentoring a newly expanded, high-performing team of recruitment specialists. They partner with executive leadership and key senior business stakeholders to integrate advanced workforce planning and recruitment strategies, driving brand initiatives to position the organization as an employer of choice.

They drive continuous improvement through recruitment analytics, modern sourcing technologies, and operational excellence to deliver high-quality, measurable hiring outcomes.

• Live and exemplify the Five Principles of Mars, Inc. within self and team.
• Strategic Pipeline Leadership:
  Defines and evolves the comprehensive recruitment and sourcing strategy for the assigned talent pool to ensure a highly sustainable pipeline aligned with workforce demand.
• Operational Governance & Standards:
  Designs, standardizes, and governs the operational workflows, programs, and processes for the full recruitment lifecycle to drive quality, compliance, and efficiency.
• Candidate & Brand
  
  Experience:
  
  Ensures recruitment practices deliver consistent, high-quality candidate experiences that strengthen employer brand presence and maximize conversion to hire.
• Team Leadership & Development:
  Leads, coaches, and develops a high-performing recruitment team, setting strategic direction and enabling effective execution of hiring goals.
• Senior Stakeholder Alignment:
  Establishes and sustains strong strategic partnerships with executive leadership, field operations, and P&O (HR) to align recruitment strategies with operational needs.
• External Market Engagement:
  Directs the strategy for external engagement, building strong relationships with industry groups, professional networks, and key external stakeholders relevant to the talent pool.
• Performance & Data Analytics:
  Establishes performance frameworks (KPIs, SLAs, feedback loops, and ROI measures) to drive continuous operational improvement and data-driven decision-making.
• Fiscal Responsibility & Resource Stewardship:
  Manages allocated budgets (e.g., incentive dollars, sourcing tool investments, program spend) with a focus on cost transparency and maximizing ROI.
• Inclusion & Values Integration:
  Ensures all recruitment strategies, processes, and policies are aligned with Mars inclusion initiatives, as well as the core values, mission, and vision of the practice.
• Sourcing Strategy:
  Directs advanced passive-sourcing methodologies and high-touch outreach campaigns to engage and attract highly competitive, experienced clinical professionals.
• Process Optimization:
  Drives recruitment process automation and high-volume recruiting strategies to reduce cycle times and optimize applicant-to-hire conversion rates.
• Team
  
  Collaboration:
  
  Partners with Talent Acquisition Managers and leadership to assess Events and Employer Brand strategies. Directs pre- and post-conference outreach to event attendees in partnership with Sourcing.
• Other job duties as assigned.

Ability to work at a computer for long periods of time. Must have mental processes for reasoning, remembering, mathematics, and language ability (reading, writing, and speaking the English language) to perform the duties proficiently. Ability to carry out instructions furnished in written, oral, or diagram form and to solve problems involving several variables. Ability to stand, walk, stoop, kneel, crouch, and climb as well as manipulate (lift, carry, move) up to 25 pounds.

Requires good hand-eye coordination, arm-hand-finger dexterity with the ability to grasp, and visual acuity to use a keyboard and operate necessary equipment. The noise level in the work environment is normally moderate. Environment where pets are present. The physical demands and work environment characteristics described here are representative of those that must be met by an associate to successfully perform the essential functions of this position.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Bachelor’s degree in Human Resources is required, or the equivalent combination of education, training and experience that provides the required knowledge, skills, and abilities.
• Six years of Human Resources experience are required, with five years directly related to recruitment or staffing.
• Three years of supervisory or management experience are required, with the ability to work effectively in a global collaborative team environment.
• Healthcare background (veterinary or human healthcare, pharmaceutical, etc.) is preferred.
• SPHR/PHR SHRM-CP/SCP…