Senior Manager, Talent Acquisition

Job Title: Senior Manager, Talent Acquisition and Talent Management Location : Wayne, PA Workplace : 3x onsite/2x remote About the Role The Senior Manager, Talent Acquisition and Talent Management is a senior HR leader responsible for building and leading integrated strategies that attract, develop, engage, and retain talent in alignment with business goals. This role oversees the talent acquisition function while also managing the organization’s talent management processes, including goal setting, performance reviews, performance calibrations, development planning, and future-focused talent strategies. The ideal candidate brings deep expertise in recruitment strategy, workforce planning, performance management, talent development, talent analytics, and people leadership, with the ability to create scalable programs that support organizational growth, leadership capability, and long-term workforce readiness. Key Responsibilities Lead, coach, and develop the talent acquisition team to ensure consistent performance, strong stakeholder partnership, and a high-quality candidate experience. Design and execute an enterprise-wide talent acquisition strategy that aligns with workforce planning needs, business priorities, and long-term organizational growth. Create and implement sourcing strategies that prioritize internal talent pipelines, employee referrals, and direct sourcing approaches over external agency dependency. Establish quarterly recruitment KPIs and dashboards, analyze performance trends, and use data to improve items such as time-to-fill, quality of hire, hiring manager satisfaction, source effectiveness, and cost efficiency. Partner with business leaders and hiring managers to forecast talent needs, identify hiring risks, and develop practical action plans for critical and hard-to-fill roles. Develop, build and enhance processes such as structured behavioral interview guides, competency-based selection frameworks, and consistent interview processes that improve hiring quality and reduce bias. Deliver organization-wide training on interviewing best practices, candidate evaluation, and recruitment process expectations for hiring managers and interview panel members while building and enhancing current recruitment processes. Serve as a strategic advisor to leadership on talent market trends, recruiting challenges, organizational capability gaps, and opportunities to strengthen recruiting outcomes. Manage the enterprise talent management process, including annual goal setting, mid-year and year-end performance reviews, performance calibration sessions, and follow-up action planning. Partner with HR and business leaders to ensure goals are aligned to business priorities, clearly communicated, measurable, and connected to employee development and organizational performance. Lead performance calibration processes to support consistency, fairness, accountability, and meaningful talent discussions across functions, sites, and leadership teams. Develop talent management strategies that support employee growth, leadership development, succession planning, capability building, retention, and future organizational needs. Use talent data, performance trends, workforce insights, and business priorities to identify development gaps, future talent risks, and opportunities to strengthen organizational capability. Qualifications and Experience Bachelor’s degree in Human Resource Management required; advanced HR or business-related credentials are a plus. 15+ years of progressive experience in human resources, including talent acquisition, and talent management, including experience building and executing strategic recruiting, performance management, and talent development programs. 10+ years of people management experience, including direct leadership of recruiters, talent acquisition teams, or broader HR teams. Demonstrated success leading recruitment strategy, internal sourcing initiatives, process improvement, and stakeholder engagement across multiple functions or locations. Strong experience with recruitment KPIs, talent management metrics, workforce analytics, performance trends, and data-driven decision-making. Experience creating or supporting employee value proposition, employer branding, or candidate attraction strategies. Experience leading or supporting enterprise talent management processes, including goal setting, performance reviews, performance calibrations, development planning, and succession-related talent discussions. Deep knowledge of full-cycle recruiting, talent pipelining, interview design, and compliant hiring practices. Excellent leadership, communication, facilitation, and change management skills. Juno is an Equal Opportunity Employer that provides equal opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, genetic predisposition or carrier status, or any other characteristic protected by federal, state or local law. The Company is committed to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment. It’s expected that all employees are aware of this policy and that they create an environment that’s sensitive and respectful to all individuals. #J-18808-Ljbffr