Talent Acquisition Manager

Temp to Perm Talent Acquisition Manager

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Employment Type: Temporary to Permanent

Location: New York, NY, Upper West Side

Schedule: 9-5PM; full time onsite

Hourly Rate: $55-60; depending on experience

Position Summary

We are seeking an experienced Talent Acquisition Manager to provide strategic leadership and oversight for recruiting across a multi-site human services organization. This individual will develop and execute a comprehensive talent acquisition strategy aligned with operational needs, workforce priorities, staffing requirements, approved budgets, and long-term organizational goals.

The Director will help strengthen and transform the Talent Acquisition function by establishing an HR-led, collaborative recruiting model. This position will oversee critical vacancy management, recruiting operations, workforce planning, analytics, employer branding, vendor strategy, and talent acquisition team development. The Director will also build effective partnerships with Human Resources, Finance, program leadership, hiring managers, and executive stakeholders.

Essential Duties and Responsibilities:

Talent Acquisition Strategy and Leadership

• Develop and execute an organization-wide talent acquisition strategy aligned with workforce plans, operational priorities, program needs, and approved budgets.
• Establish a collaborative, HR-led recruiting model with clear responsibilities, service expectations, and accountability.
• Translate workforce needs into annual and short-term recruiting plans.
• Advise executive leadership on recruiting capacity, labor market conditions, workforce risks, hard-to-fill positions, and recommended solutions.
• Lead, coach, and develop the Talent Acquisition team.
• Establish consistent recruiting standards, workflows, tools, and operating practices.
• Improve recruiting responsiveness, candidate experience, hiring quality, and consistency across departments and locations.

Workforce Planning

• Lead a structured process for identifying, validating, and prioritizing critical vacancies.
• Review open positions to ensure alignment with approved headcount, position records, and budget authorization.
• Escalate position or budget discrepancies through the appropriate internal process.
• Develop targeted sourcing and hiring strategies for high-volume, specialized, leadership, and hard-to-fill roles.
• Provide leadership with visibility into vacancies that may create compliance, funding, service-delivery, or operational risks.

Recruiting Operations and Business Partnerships

• Oversee the full recruitment lifecycle, including requisition intake, sourcing, screening, selection, offers, pre-employment requirements, and transition to onboarding.
• Establish standardized intake, screening, interviewing, and selection practices.
• Ensure recruiting practices align with job requirements, licensing or credentialing standards, contractual obligations, and organizational policies.
• Partner with hiring managers and departmental leaders to establish recruiting timelines, responsibilities, decision points, and service expectations.
• Collaborate with Compensation and Finance to support equitable, timely, and budget-aligned hiring decisions.
• Develop sustainable talent pipelines for high-volume and difficult-to-fill positions.
• Strengthen employer branding and recruitment messaging.
• Oversee staffing agency and recruiting vendor strategy, including utilization, performance, cost controls, and opportunities to expand internal sourcing capabilities.
• Work to reduce unnecessary reliance on outside staffing agencies.

Recruiting Analytics, Systems, and Process Improvement

• Define, monitor, and communicate key recruiting metrics.
• Track vacancy volume, vacancy aging, time to fill, pipeline activity, source effectiveness, offer acceptance, hiring outcomes, agency utilization, and recruiting-related costs.
• Use recruiting data to identify barriers, recommend improvements, and strengthen hiring outcomes.
• Ensure recruiting information is accurate, timely, and consistently maintained.
• Partner with HRIS stakeholders on reporting, system enhancements, and process improvements.
• Use data and systems to support decision-making and improve recruiting service delivery.

Required Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field. An equivalent combination of education and relevant professional experience may be considered.
• At least eight years of progressively responsible talent acquisition or recruiting experience.
• Previous experience leading a recruiting function, talent acquisition team, or organization-wide recruiting portfolio.
• Demonstrated experience developing and implementing recruiting strategies.
• Experience managing high-volume, specialized, leadership, and hard-to-fill searches.
• Experience building or transforming recruiting processes, service-delivery models, or internal recruiting capabilities.
• Experience using recruiting data, reporting, and systems to evaluate performance, identify barriers, and advise senior leadership.
• Strong knowledge of employment practices and legal requirements related to recruiting, interviewing, selection, and hiring.
• Demonstrated ability to partner effectively with operational leaders, Finance, Human Resources, hiring managers, and executive stakeholders.

Preferred Qualifications:

• Experience working within nonprofit human services, healthcare, behavioral health, social services, or another regulated, multi-site environment.
• Experience recruiting for unionized programs or positions governed by contractual, funding, licensing, credentialing, or staffing-ratio requirements.
• Experience working with Paycom or a comparable HRIS and applicant tracking system.
• Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.

Knowledge, Skills, and Competencies:

• Strategic and organization-wide approach to talent acquisition.
• Ability to connect recruiting priorities with service delivery, workforce needs, financial considerations, and organizational risk.
• Strong people leadership, coaching, accountability, and change-management skills.
• Excellent analytical, project-management, and problem-solving capabilities.
• Strong communication, relationship-building, and stakeholder-management skills.
• Sound judgment and discretion when navigating sensitive hiring decisions.
• Ability to manage multiple priorities in a fast-paced environment. xhyhwjd
• Commitment to equitable, consistent, and candidate-centered hiring practices.

Equal Opportunity Employer/Veterans/Disabled

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• The California Fair Chance Act

• Los Angeles City Fair Chance Ordinance

• Los Angeles County Fair Chance Ordinance for Employers

• San Francisco Fair Chance Ordinance