Talent Acquisition Manager

Job Description

Job Description

Position : Talent Acquisition Manager

Date Revised: June 4, 2026

Reports to : Director of Human Resources

Location : Catholic Center

The principal duty of all employees is to assist in the mission of the Church in the Diocese of Fort Worth. This job description is not designed to cover or contain a comprehensive listing of all activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

General Position Summary:

The Talent Acquisition Manager advances the mission of the Diocese of Fort Worth by developing, implementing, and continuously improving talent acquisition strategies, programs, and resources that support diocesan, parish, and school leaders in attracting, selecting, and retaining mission-aligned employees. The Talent Acquisition Manager serves as a strategic partner to pastors, principals, business managers, and department headsby providing recruitment support for critical positions, promoting effective hiring practices, developing talent pipelines, and strengthening the Diocese's reputation as a mission-driven employer of choice. This position serves as the business owner for talent acquisition systems, recruiting resources, and hiring process standards, ensuring a consistent, effective, and mission-focused approach to hiring throughout the Diocese while promoting hiring practices that reflect the dignity of every person and treating candidates, hiring managers, and employees with professionalism, respect, and charity throughout the employment process.

Principal Accountabilities:

Talent, Acquisition Strategy & Program Management

• Develop, implement, and continuously improve diocesan talent acquisition programs, standards, and processes.
• Establish and maintain recruiting resources, templates, and tools that support effective hiring practices.
• Monitor talent acquisition metrics and recommend process improvements.
• Promote consistency and excellence in hiring practices across the Diocese.

Recruitment & Selection Support

• Lead recruitment efforts for Catholic Center positions and other designated critical or difficult-to-fill roles, including principals, business managers, and other strategic positions.
• Partner with hiring managers to develop recruitment strategies, source candidates, and facilitate selection processes.
• Assist hiring managers in identifying candidates who possess the skills, experience, and mission alignment necessary for success.

Talent Acquisition Systems & Resources

• Serve as the business owner for the ADP Recruiting and Talent Management modules.
• Develop and maintain candidate profiles, talent pools, and talent pipeline strategies.
• Optimize recruiting workflows, reporting, and user experience with talent acquisition systems.
• Maintain a centralized library of job descriptions and recruiting resources.

Hiring Process Governance

• Review and approve employment requisitions prior to posting.
• Review and approve offer letters for consistency, accuracy, and compliance with applicable employment law and diocesan standards.
• Maintain recruiting templates, interview guides, and hiring documentation.
• Support compliance with diocesan employment policies and procedures.

Hiring Manager Development and Who Program Leadership

• Lead implementation and ongoing support of the Who hiring methodology.
• Review and maintain interview scorecards, interview toolkits, and selection resources.
• Train and coach hiring managers on effective hiring and interviewing practices.
• Promote structures and consistent candidate evaluation processes.

Employment Branding & Talent Pipeline Development

• Develop relationships with Catholic colleges and universities, professional organizations, ministry networks, and community partners.
• Coordinate participation in job fairs, networking events, and recruiting initiatives.
• Represent the Diocese in employment-related outreach activities.
• Develop and maintain talent communities and pipelines for critical positions and future staffing needs.

Typical Decisions and/or Recommendations Made in This Position:

• Exercises discretion and independent judgment with respect to matters of significance related to talent acquisition strategy, recruiting processes, hiring standards, candidate sourcing, talent acquisition systems, and employment branding.

Supervision Given and/or Received:

• Minimal to moderate received

Internal Contacts:

• Frequent interaction with pastors, principals, business managers, department heads, diocesan leadership, hiring managers, and Human Resources staff to provide consultation, support, and leadership related to talent acquisition and hiring practices.

External Contacts:

• Employment candidates and prospective candidates
• Colleges, universities, career services professionals
• Community, ministry, and nonprofit organizations
• Professional associations such as Young Catholic Professionals
• Job fair organizers
• Technology partners

Working Conditions and/or Physical Requirements:

• This position works in a typical office environment but is subject to stress due to the evolving and quickly expanding needs of the Diocese, tight deadlines and moderate workloads.
• Ability to sit and perform computer work for lengthy periods of time.
• Able to access and maintain centralized departmental files. Involves extending arms and reaching files stored in multiple levels on shelves, climbing up a stepladder to access files.
• Ability to accept work interruptions while still remaining focused on duties.
• Data entry via computer keyboard that requires repetitive and frequent hand and wrist movements.
• Ability to lift up to 35 pounds without assistance and up to 60 pounds with assistance.

Travel Requirements:

• Moderate local travel (approximately 10-20%) within the Diocese of Fort Worth is required. The Talent Acquisition Manager is expected to maintain a visible presence throughout the Diocese and within the broader community by attending recruiting events, job fairs, networking opportunities, training sessions, and meetings with diocesan, parish, and school leaders. Occasional evening and weekend events may be required.

Education and Experience Preferred:

• Bachelor’s degree preferred in an area such as Human Resources, Business Administration, Organizational Leadership, Communications, Education, or a related field, or an equivalent combination of education and experience.
• Three to five years of progressively responsible experience in Talent Acquisition, human resources, recruiting, workforce development, education administration, organization development, business development or a related field.
• Experience developing processes, programs, or resources that support organizational effectiveness.
• Experience training, coaching, or advising managers and leaders.
• Experience utilizing applicant tracking systems, talent management systems, or other HR technology platforms.
• Experience working within a Catholic, educational, nonprofit, ministry, or mission-driven organization preferred.

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Knowledge and Skills Preferred:

• Demonstrated ability to build relationships and influence outcomes without direct supervisory authority.
• Demonstrated ability to exercise sound judgment and maintain confidentiality.
• Demonstrated ability to interact with candidates, clergy, employees, and leaders in a manner that reflects respect for the dignity of every person.
• Demonstrated emotional intelligence, sound judgment, and discretion when navigating sensitive situations and diverse perspectives.
• Ability to build trust, foster collaboration, and influence outcomes through strong interpersonal relationships.
• Ability to provide candid constructive guidance while maintain positive working relationships.
• Ability to manage multiple projects and priorities simultaneously.
• Strong presentation, facilitation, and training skills.
• Ability to analyze processes and implement improvements.
• Ability to recruit, evaluate, and develop talent acquisition strategies for critical positions.
• Ability to establish partnerships and represent the Diocese professionally with internal and external stakeholders.
• Ability to honor and maintain confidentiality.
• Strong organizational, prioritization, and communication skills.
• Ability to work independently as well as collaboratively with clergy, religious, and laity.
• Proficiency in Microsoft Office Suite, building presentations, and the ability to learn and optimize HR technology systems.

FLSA Designation: Exempt, Full-Time