Senior Manager of Talent Acquisition and Internal Mobility

Summary Senior Manager of Talent Acquisition and Internal Mobility leading the full life cycle recruitment function for Catholic Charities of the Archdiocese of New York and Catholic Charities Community Services, while building the infrastructure that enables current employees to grow their careers within our agencies. This role ensures that CCNY and CCCS attract mission aligned talent from the external market and create meaningful pathways for internal advancement, lateral movement, and professional development. Essential Duties and Responsibilities Talent Acquisition Leadership Lead, develop and manage a team of three recruiters, providing coaching, performance feedback, and day‑to‑day guidance to ensure consistent high‑quality service to hiring managers and candidates. Develop and execute recruitment strategies aligned to workforce planning priorities, with particular attention to high‑volume and hard‑to‑fill roles across program, administrative, and leadership functions. Partner with hiring managers and division directors to understand staffing needs, clarify role requirements, and advise on realistic timelines, market conditions, and candidate availability. Oversee the candidate selection process end to end, from sourcing through offer, ensuring behavioral and competency‑based interviewing practices are applied consistently. Establish and monitor recruitment metrics including time to fill, quality of hire, source effectiveness, and candidate experience indicators, and use the data to improve performance. Ensure all recruitment activity complies with federal, state, and local employment law, as well as CCNY and CCCS policy and mission values. Internal Mobility and Career Pathways Design and manage the internal job posting process, ensuring current employees have clear visibility into and access to opportunities across both agencies. Build the infrastructure for internal candidate assessment, internal transfer protocols, and communication standards that reinforce a culture of growth. Partner with the Chief People and Culture Officer and Senior Director of People Operations on the design and operational support of the employee mentorship program, with a focus on pairing that supports career development and internal movement. Collaborate with division directors to surface career pathway opportunities within and across programs, and translate those pathways into clear, communicable career maps for employees. Track internal movement data and report on internal hire rates, promotion patterns, and lateral moves as indicators of organizational health and career investment. Employer Brand and Candidate Experience Own the candidate experience across both agencies, from first point of contact through onboarding handoff, ensuring every candidate leaves the process with a favorable impression of CCNY and CCCS regardless of outcome. Develop and maintain the employer value proposition in partnership with communications and HR leadership, ensuring our mission, culture, and benefits are clearly represented in job postings, career site content, and external recruitment channels. Manage the agency presence on recruitment platforms (LinkedIn, Indeed, Glassdoor, and mission‑aligned networks) and steward external review and reputation signals. Coordinate with the volunteer program on internship‑to‑hire pathways and with university partners on early‑career pipeline opportunities, without owning program management for internships directly. Systems, Process, and Training Serve as the system owner for the Applicant Tracking System, managing configuration, workflow design, user access, reporting, and vendor relationship. Develop and deliver training for hiring managers on the recruitment process, interviewing skills, selection criteria, and equitable hiring practices. Partner with onboarding leadership to ensure a seamless transition from offer acceptance to Day One, with clear handoffs and candidate communication throughout. Contribute recruitment insights to broader workforce planning conversations, including turnover analysis, hard‑to‑fill role diagnosis, and labor market trends. Qualifications Education and/or experience required Bachelor’s degree in human resources, organizational development, business, or a related field. Relevant experience may be considered. Seven years of progressive full life cycle recruitment experience, including at least three years of direct people management and demonstrated success in a strategic or program building capacity. Demonstrated experience administering an Applicant Tracking System. Experience in recruiting for nonprofit, human services, or mission‑driven organizations strongly preferred. SHRM‑CP, SHRM‑SCP, PHR, or SPHR certification a plus. Skills, Licenses, and/or competencies required Strong knowledge of recruitment methods, sourcing strategies, interviewing techniques, and selection of best practices. Demonstrated ability to lead, coach, and develop a team of recruiters with clear performance expectations and accountability. Excellent communication and interpersonal skills, with a demonstrated ability to build trusted relationships with hiring managers, candidates, and senior leaders. Strong project management capability, with the ability to prioritize competing demands and deliver against deadlines in a high‑volume environment. Analytical orientation, with the ability to translate recruitment data into insights and recommendations. Demonstrated comfort and judgment using AI tools to support recruitment workflows, including sourcing, candidate communication, job description drafting, and market research, with awareness of data privacy considerations and the limits of AI generated outputs in candidate evaluation. Genuine alignment with the mission of Catholic Charities, Catholic Social Teachings, and a passion for advancing the dignity and well‑being of the people we serve. Proficiency in Microsoft Outlook and intermediate to advanced Excel skills required. Bilingual English and Spanish a plus. Position Type and Expected Hours of Work This is a full‑time position with a hybrid schedule. Standard hours are Monday through Friday, 9:00 AM to 5:00 PM. Newly hired employees are required to work in office five (5) days per week during their first thirty (30) days of employment. After the initial thirty (30) days employees become eligible for a hybrid work schedule, with a minimum requirement of three (3) days per week in the office in accordance with the agency’s Hybrid Work Policy. Additional hours may be required as needed to meet department and agency deadlines. Working conditions and physical demands required Remain stationary at a workstation and use a computer at least 90 percent of the time. Occasional travel to program sites and to attend or support job fairs, trainings, meetings, and special events, including use of public transportation, traversing city streets, ascending and descending stairs, and exposure to outside weather conditions. Ability to greet and engage with a diverse public and workforce. Ability to lift files, access filing cabinets, and bend or stand to retrieve employee documents. Catholic Charities of the Archdiocese of New York and Catholic Charities Community Services are equal opportunity employers. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. #J-18808-Ljbffr