HR Manager - Talent Acquisition

Purpose The Talent Acquisition Manager strategically directs the corporate recruitment lifecycle, attracts premier professional talent, and effectively leads the recruitment team to satisfy organizational workforce requirements across corporate, stores and warehouses. This role is responsible for driving operational and disciplinary decisions, optimizing talent sourcing and candidate onboarding pipelines, and maintaining proactive communication channels with both internal and external stakeholder networks to support long‑term organizational growth. Responsibilities Leads, develops, and manages a professional team of corporate talent acquisition specialists, providing direct functional guidance and support across all sourcing and selection cycles. Utilizes and modernizes diverse recruitment channels, including advanced social media platforms, professional networks, employee referral programs, and specialized search firms to attract a premier candidate pool. Coordinates and facilitates multi‑stage interviewing, screening, and diagnostic selection assessments, steering the evaluation process to ensure a high‑caliber cultural and skill match. Oversees job condition styling, manages competitive salary and offer packaging negotiations, and facilitates candidate transitions through the pre‑employment and onboarding integration phases. Maintains, audits, and refines formalized job descriptions and person specifications within company databases to ensure complete alignment with evolving organizational capability needs. Process Optimization, Analytics & Stakeholder Collaboration Monitors and analyzes specialized recruitment metrics, key performance indicators (KPIs), and talent market trends to evaluate campaign efficacy and drive data‑backed operational improvements. Develops and refines practical corporate guidelines, service level agreements, and standard operating procedures (SOPs) to enhance the structural efficiency of the talent acquisition lifecycle. Collaborates closely with corporate department heads, hiring managers, and cross‑functional leadership to systematically forecast headcount needs and align staffing architectures with macro business targets. Partners with corporate communications and the broader employee lifecycle team to ensure talent selection principles actively support diversity, equity, and belonging goals across the corporate ecosystem. Maintains strict responsibility for the optimized allocation and fiscal stewardship of financial and material resources within the team's assigned recruitment budget. About You Bachelor's degree in Human Resources, Business Administration, or a related field focused on application‑oriented professional and process knowledge. 3–5 years of progressive, specialized experience in full‑cycle corporate recruitment or talent acquisition, with a demonstrable history of informal or formal peer mentorship and team guidance. Deep functional understanding of advanced candidate sourcing tools, digital recruitment technologies, and applicant tracking system (ATS) structures. Solid technical knowledge of multi‑state employment law, regional labor compliance benchmarks, and employment contract negotiation practices. High software proficiency with Google Workspace, Microsoft Office, and integrated human resources database reporting configurations. Strong analytical, data synthesis, and root‑cause analysis skills, paired with an ability to interpret talent metrics into structured team tasks. Exceptional communication and diplomacy skills, demonstrating a credible presence and an innate ability to maintain balanced stakeholder relations under conflicting priorities. Physical Requirements Ability to travel up to ~10% of the time, which may include weekends and evenings, as needed. Most work is performed in a temperature‑controlled office environment. Must be able to sit for prolonged periods of time at a desk or computer terminal. May use keyboards, telephone, and standard office equipment in the course of a normal workday. Stooping, bending, twisting, and reaching may be required in the completion of job duties. Must be able to lift up to 25 pounds at times. Competencies Personal Competencies: Actively engages with current developments in their field of expertise to enhance team performance. Identifies opportunities to improve processes within their area of responsibility and adapts flexibly to changes in workflows and structures. Regularly reflects on personal performance and behavior, provides constructive feedback, and welcomes input from others. Business Competencies: Makes timely decisions that guide and support the team effectively while translating departmental goals into clear team objectives. Proactively analyzes topics, detects problems early, and systematically evaluates root causes to develop solutions. Continuously weighs cost‑benefit factors within their area of responsibility, taking departmental objectives into account. Social Competencies: Communicates topics and content clearly, concisely, and persuasively across business lines. Actively builds and maintains professional, trusting relationships within their working environment and proposes targeted, collaborative solutions. Identifies team or stakeholder conflicts early, responds empathetically to differing perspectives, and resolves tensions diplomatically. Leadership Competencies: Recognizes employee contributions, offers praise for strong performance, and applies tailored motivational strategies. Inspires the team by explaining the purpose behind initiatives, fosters trust, and actively promotes a constructive culture of learning from mistakes. Delegates tasks thoughtfully using clear expectations while ensuring employees have the appropriate time, resources, and autonomy to complete assignments. Our Values Ability to demonstrate, understand, and continuously apply our workplace values: Performance: We thrive together to passionately pursue ambitious goals, constantly develop ourselves, and turn complex organizational challenges into opportunities. Respect: We put people at the center of what we do by treating each other fairly, ensuring equal opportunities, and valuing diversity as a key cultural strength. Trust: We believe in each other, communicate openly and honestly, remain completely reliable, and treat mistakes as valuable learning opportunities. Grounded: We dream big while staying down to earth, remaining approachable, choosing simplicity over complexity, and focusing firmly on meaningful results. Belonging: We are stronger together than we are alone, standing up for one another, leveraging our collective strengths, and focusing on sustainable, long‑term relationships. Scope Number of team members directly supervised: 2-3 Number of team members indirectly supervised: 0 Annual budget/expenditures: Promotes the responsible use of financial and material resources within their immediate teams, evaluates direct cost‑benefits, and identifies explicit cost‑reduction opportunities to escalate upward. What You’ll Receive AtLidl, we know that in order for our people to do their best, they must be at their best. That’s why as a company, we offer one of the most generous benefits packages in the industry. All our Lidl employees are eligible to receive the following benefits: Medical & Prescription | Dental | Vision coverage Paid Holiday & Paid Time Off (PTO) to use for sickness or vacation Dedicated training plans to ensure you are set up for success 401k Plan (+ 5% company match) Voluntary Term Life & AD&D Insurance Total Well‑Being Program DailyPay, a voluntary benefit to offer employees access to their pay on their own schedule Lidl US views our Corporate Social Responsibility (CSR) through a lens of actions that are Good for the Environment, Good for People, and Good for You. #J-18808-Ljbffr Lidl Atlanta