Manager of Talent Acquisition

Manager, Talent Acquisition – GWSS Corporate & Operational Leadership The Manager, Talent Acquisition serves as the operational leader for all GardaWorld Security Services (GWSS) Corporate and Operational Leadership recruiting activities. Reporting to the Senior Director of Talent Acquisition, this position serves as the Talent Acquisition organization's second‑in‑command and leads the execution, performance, and continuous improvement of the GWSS Corporate & Operational Leadership recruiting function. Operating in a true player‑coach model, this leader directly manages a team of four Recruiters while personally maintaining a full‑cycle recruiting workload supporting Corporate Headquarters, technical, professional, leadership, and other business‑critical positions. This role leads by example, balancing exceptional recruiting execution with leadership, coaching, and operational oversight. As the primary onsite Talent Acquisition partner at the St. Louis Corporate Headquarters, this role partners closely with executive leadership to align talent acquisition strategies with business priorities, improve recruiting performance, implement AI‑enabled recruiting solutions, and develop scalable processes that support organizational growth. What’s in it for You Competitive Salary: $100,000 - $105,000 Work Site Location: St. Louis, MO Comprehensive Benefits: Medical, dental, and vision insurance plans, 401(k) with employer matching contributions, paid time off (PTO) policy, paid holidays, disability coverage, and life insurance options. Career Growth: Career growth opportunities at GardaWorld Travel: Up to 50% to support business needs as they arise Your Responsibilities Personally maintain an average workload of 15-20 full‑cycle requisitions, including recruiting for: Technical & IT positions Finance & Accounting Human Capital Legal Marketing Director‑level leadership roles Confidential and business‑critical searches Responsibilities include: Conduct strategic intake meetings with hiring leaders. Develop customized recruiting strategies and sourcing plans. Source passive and active candidates using multiple recruiting channels. Screen, interview, and assess candidates. Present qualified candidate slates to hire managers. Coordinate interviews and facilitate hiring decisions. Negotiate offers and manage candidate experience through onboarding. Build proactive talent pipelines for recurring and critical business positions. Serve as the primary Talent Acquisition partner for Corporate Headquarters leadership by: Advising leaders on labor market conditions and talent availability. Providing compensation and competitive market insights. Guiding hiring managers through structured selection processes. Influencing hiring decisions through data and market intelligence. Lead the daily execution of the GWSS Talent Acquisition function by: Monitoring requisition aging and recruiter capacity. Driving Time‑to‑Slate and Time‑to‑Fill performance. Ensuring consistency in recruiting workflows and hiring practices. Maintaining ATS compliance and recruiting process integrity. Improving hiring manager responsiveness and interview execution. Identifying operational risks and implementing practical solutions. Standardizing recruiting best practices across the team. Develop proactive recruiting strategies through: Competitive market intelligence. Workforce planning. Succession planning. Talent pipeline development. Salary benchmarking. Labor market analysis. Forecasting future hiring needs. Metrics & Performance Management Your Qualifications: Authorized to work in the United States Bachelor’s Degree or equivalent professional experience. Five (5) or more years of progressive full‑cycle recruiting experience supporting corporate, professional, technical, or leadership positions. Two (2) or more years of recruiting leadership or demonstrated experience leading teams, projects, or recruiting operations. Experience partnering with executive and senior business leaders. Strong knowledge of applicant tracking systems, LinkedIn Recruiter, sourcing platforms, and recruiting analytics. Proven ability to manage multiple priorities in a fast‑paced environment. Success Looks Like Successfully manage an active portfolio averaging 15-20 concurrent requisitions while delivering exceptional hiring results. Develop and coach a high‑performing recruiting team. Consistently achieve KPIs for Time‑to‑Slate, Time‑to‑Fill, quality of hire, and hiring manager satisfaction. Reduce agency utilization through proactive internal recruiting strategies. Increase recruiter productivity through AI adoption, automation, and process optimization. Build trusted partnerships with Corporate Headquarters leadership. Create scalable recruiting processes that support future organizational growth. Serve as the operational leader and primary business partner for GWSS Corporate & Operational Leadership Talent Acquisition. GardaWorld: Make the World a Safer Place In the United States, GardaWorld Security remains the only guarding security company to be Certified by Great Place to Work. This could be more than a job - 26% of our corporate employees started as frontline workers. GardaWorld Security is a global champion in sophisticated and tailored security solutions, employing and training highly skilled and dedicated professionals across the globe, offering a wealth of opportunities to individuals looking to gain experience and develop professionally in a growing industry. It is the policy of GardaWorld Security Services to provide equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, veteran status, or disability in accordance with applicable federal laws. In addition, GardaWorld Security Services complies with applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment including, but not limited to hiring, placement, assignment, promotion, termination, layoffs, recalls, transfers, leaves of absence, compensation, and training. It is also the policy of GardaWorld Security Services not to honor requests that employees be assigned on the basis of sex or any other classification protected by law, unless such request is based on a bona fide occupational qualification for that assignment. #J-18808-Ljbffr GardaWorld