Senior Manager, Talent Acquisition

Job Description

Job Description

The Sr. Manager, Talent Acquisition is a strategic, hands-on recruiting leader responsible for shaping and administering the organization's talent acquisition approach while continuing to execute full lifecycle recruiting. This role develops scalable strategies and processes to attract, evaluate, hire, and onboard high-performing talent; strengthens the company's purpose and employer brand; builds internal and diverse talent pipelines; and equips hiring managers to make effective, inclusive hiring decisions. The Sr. Manager, Talent Acquisition also supports employee orientation and contractor talent needs, manages internal and external recruiting partners, and uses data and insights to continuously improve talent acquisition outcomes and the candidate experience.

Essential Duties and Responsibilities:

• Own, lead and personally execute the full lifecycle recruitment process for roles across the organization, including sourcing, screening, interviewing, selection, offer support, pre-employment activities, and transition to onboarding.
• Develop, implement, and administer the organization's talent acquisition strategy, programs, processes, tools, and operating practices in alignment with business and workforce priorities.
• Partner with HR and Business Leaders to anticipate current and future workforce needs, translate business priorities into talent acquisition strategies, and recommend sourcing, pipeline and hiring approaches. 
• Serve as the organization’s subject matter expert and strategic advisor on talent acquisition, providing recommendations and perspective to leaders on hiring strategy, candidate selection, market conditions and recruiting decisions. 
• Strengthen the organization's purpose and employer brand by developing and executing messaging, content, and recruiting initiatives that communicate the employee value proposition and attract top talent.
• Partner with the Talent Development team and business leaders to create pipelines of internal candidates and support internal mobility and advancement opportunities.
• Develop and advance diversity recruiting initiatives and sourcing strategies that build diverse candidate pipelines and support an inclusive, high-performing culture.
• Source and attract qualified candidates through multiple channels, including direct sourcing, referrals, job boards, social media, networking, community partnerships, and external recruiting partners.
• Screen resumes, conduct initial phone screens and interviews, assess candidate qualifications and organizational fit, and coordinate the interview and selection process with hiring managers.
• Create a best-in-class candidate experience through timely communication, consistent processes, effective offer support, and a professional transition from candidate to employee.
• Own and continuously improve the employee onboarding experience and content, partnering with HR and business stakeholders to ensure new employees receive a consistent, engaging introduction to the organization, its purpose, and culture.
• Develop and deliver hiring manager training, tools, and guidance on interviewing, candidate assessment, selection, inclusive hiring practices, and effective use of recruiting processes and systems.
• Administer applicant tracking system (ATS) activities and recruiting workflows; maintain accurate candidate and hiring data and create practical tools and processes that improve recruiting efficiency and consistency.
• Use talent acquisition data and analytics to assess recruiting effectiveness, identify trends, monitor key measures, and recommend improvements to strategies, processes, and candidate pipelines.
• Support contractor talent needs, including coordination with staffing vendors and other external partners, 1099 contractor processes, and related onboarding/administrative activities in partnership with HR, Finance, Legal, and business leaders as appropriate. Could combine with the second bullet below, if edited. 
• Determine when external recruiting resources are appropriate and manage agency/vendor strategy, performance, relationships, and spend to ensure effective use of external partners. 
• Ensure recruiting, selection, orientation, and contractor-related practices are administered in compliance with applicable employment laws, regulations, and company policies.

Supervisory Responsibilities:

None.

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Minimum of 7 years of experience in talent acquisition or recruitment.

Qualifications:

• Strong past ownership and/or understanding of full lifecycle recruiting, talent acquisition strategy, recruiting operations, and best practices.
• Demonstrated ability to operate strategically while remaining hands-on in the day-to-day execution of recruiting.

• Excellent communication, facilitation, consulting, and interpersonal skills with the ability to influence hiring managers and business leaders.
• Experience with applicant tracking systems (ATS), HR software, recruiting analytics, and process administration.
• Strong analytical and problem-solving skills with the ability to use data to improve recruiting outcomes.
• Ability to build and maintain relationships with candidates, hiring managers, internal partners, vendors, agencies, and contractors.
• Experience supporting employer branding, diverse talent pipelines, hiring manager capability, and/or new employee orientation is preferred.
• Ability to work in a fast-paced environment, manage multiple priorities, and adapt recruiting strategies to changing business needs.