Talent Acquisition Manager

Talent Acquisition Manager

CORE HOURS: Monday - Friday, 8:00 am - 5:00 pm (This role is 100% onsite in Sycamore, IL.)

STARTING PAY RANGE: $90,000 - $110,000 (Annual)

UNIVERSAL DUTIES AND RESPONSIBILITIES

• Support the Mission Statement of the Company by Living Our Values, Creating Unique Solutions and Supporting Customer Success.
• Treat all co-workers, customers and suppliers in accordance with our Company's Core Values of Respect, Integrity, Extraordinary Care, Radical Generosity, Better Every Day and Customer Success.
• Follow all company GMPs and SOPs.

GENERAL SUMMARY

The Talent Acquisition Manager is responsible for developing and executing comprehensive recruitment strategies to attract, hire, and retain top talent across all levels of the organization. This role leads full-cycle recruiting efforts for the company within a fast-paced food manufacturing environment and manages the Talent Acquisition Team.

The Talent Acquisition Manager partners closely with business leaders to understand workforce needs, enhance the candidate experience, strengthen the employer brand, and build talent pipelines that support the company's growth objectives while maintaining compliance with employment laws and regulations.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Talent Acquisition Strategy

• Develop and implement talent acquisition strategies aligned with business goals and workforce plans.
• Forecast hiring needs in partnership with department managers and leadership.
• Monitor labor market trends and recommend recruiting solutions to address workforce challenges.
• Ensure compliance with federal, state, and local employment laws and regulations.

Full-Cycle Recruitment

• Oversee the end-to-end recruiting process including sourcing, screening, interviewing, selection, offer negotiation, and onboarding.
• Manage high-volume recruitment for manufacturing and production positions.
• Partner with hiring managers to develop role descriptions, candidate profiles, and interview processes.
• Ensure timely fill rates while maintaining high-quality hiring standards.

Leadership

• Lead, coach, and develop talent acquisition staff.
• Establish departmental goals, KPIs, and performance expectations.
• Develop, deliver, and continuously enhance training initiatives related to recruiting, interviewing, candidate selection, and onboarding to drive a consistent and effective hiring experience across the organization.
• Champion company culture and values while fostering a collaborative, accountable, and continuous improvement mindset across the organization.

Sourcing and Talent Pipeline Development

• Build and maintain talent pipelines for critical and hard-to-fill positions.
• Develop relationships with technical schools, community colleges, universities, workforce development organizations, and industry associations.
• Implement innovative sourcing techniques utilizing social media, networking, job boards, employee referrals, and community partnerships.
• Support succession planning initiatives by identifying and cultivating internal talent.

Employer Branding

• Manage the company's social media presence to support talent acquisition efforts.
• Drive employer branding initiatives that effectively communicate the company's culture, values, and career opportunities to prospective candidates.
• Develop recruitment marketing campaigns to attract diverse and qualified candidates.
• Coordinate participation in and represent the company at career fairs, industry events, and community outreach programs, which may fall outside of normal business hours.
• Enhance candidate engagement and overall recruitment experience.

Workforce Analytics and Process Improvement

• Develop, track and analyze recruiting metrics including time-to-fill, cost-per-hire, quality-of-hire, turnover, retention, and source effectiveness.
• Implement targeted actions based on recruiting metrics to proactively address gaps, bottlenecks, and emerging risks in the hiring process.
• Continuously improve recruitment processes and technology utilization.
• Manage applicant tracking systems (ATS) and recruiting platforms.

REQUIREMENTS

EDUCATION AND WORK EXPERIENCE

• Bachelor's degree or professional HR certification preferred.
• Five years of progressive Human Resources experience, including full-cycle recruiting and talent acquisition within a manufacturing organization.
• Demonstrated success leading high-volume recruitment initiatives and delivering top-tier talent across all levels of the organization, from frontline employees to leadership.

KNOWLEDGE

• Bilingual in both English and Spanish.
• Strong understanding of recruiting best practices and employment law.
• Knowledge of manufacturing workforce challenges and labor market dynamics.
• Experience with applicant tracking systems, HRIS platforms, and recruitment technologies.
• Excellent sourcing, interviewing, and candidate assessment skills.
• Experience with managing employment branding through social media.
• Strong communication, relationship-building, and influencing abilities.
• Ability to manage multiple priorities in a fast-paced environment.
• Strong analytical and problem-solving skills.
• Proficiency in Microsoft Office Suite and recruiting analytics tools.
• Strong leadership and project management skills to manage multiple priorities/meet deadlines in a fast-paced environment.
• Excellent interpersonal communication (verbal and written) and organizational skills.
• Attentive to detail.
• Strong presentation skills and ability to participate in and facilitate group meetings.

ABILITIES & SKILLS

• Reasoning – Interpret instructions; solve practical problems by applying general rules to produce answers that make sense.
• Mathematical – Arithmetic calculations involving fractions, decimals and percentages.
• Language Development – Ability to communicate information and ideas in writing so others will understand; evaluate technical data; have increased contact with people.
• Professional – Ability to use judgment to consider the relative costs and benefits of potential actions to choose the most appropriate one.
• Physical Effort – Sedentary work: exert negligible amount of force frequently and up to 10 pounds of force occasionally to lift, carry, push, pull or otherwise move objects.
• Vision – Far, near and mid-range vision, depth perception, color identification and field of vision.
• Activity – Regularly required to hear, talk, walk, use finger dexterity, and repetitive motion; occasionally required to climb and reach with hands and arms.

THE SUTER COMPANY BENEFITS (including, but not limited to)

• Employee Stock Ownership Plan (ESOP)
• Medical
• Dental
• Vision
• Life & Accident Insurance
• 401k Retirement Plan
• Paid Time Off
• Vacation
• Paid Holidays
• Wellness Programs

WORK ENVIRONMENT AND ADA STATEMENT

The work environment characteristics described herein are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is occasionally exposed to wet and/or humid conditions, moderate noise and temperature extremes.

This role description does not state that the above are the only duties and responsibilities assigned to this position. Employees holding this position will be required to perform any other job-related duties as required. All requirements are subject to possible modification to reasonably accommodate individuals with a disability.

Equal Opportunity Employer.