Talent Acquisition Manager Job Description

The Manager of Talent Acquisition ensures recruiting processes align with current and future workforce needs. Implements and manages recruitment processes and employment programs. Being a Manager of Talent Acquisition maintains good relationships with all advertisement and recruitment agencies. Develops the most effective, economical and appropriate recruiting channels and methods. In addition, Manager of Talent Acquisition requires a bachelor’s degree or its equivalent. Typically reports to a director. The Manager of Talent Acquisition manages subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. Extensive knowledge of department processes. Working as a Manager of Talent Acquisition typically requires 5 years experience in the related area as an individual contributor. 1 to 3 years supervisory experience may be required.

Talent Acquisition Manager Job Description Template

Our company is looking for a Talent Acquisition Manager to join our team.

Responsibilities:

  • Monitors CVP’s brand reputation on social media boards, collaborates with the Marketing team to address areas of opportunity;
  • Builds relationships with hiring managers, peers and HR partners acting as a trusted recruitment advisor;
  • Maintains a dialogue with the hiring managers to understand strategy, provide updates and manage expectations;
  • Negotiation of compensation with new hires and hiring managers;
  • Demonstrates an understanding and knowledge of industry information and competitive landscape;
  • Prepare, communicate, and educate the organization on recruiting resources / systems / procedures;
  • Proactively source candidates via internal and external methods: cold-calling, networking, job postings, employee referrals and internal movement;
  • Stay abreast of industry best practices, employment trends affecting the recruitment function and current employment legislation and policies;
  • Create, communicate and manage a pipeline tool for positions with top talent for succession planning purposes;
  • Provides market data and trends;
  • Use LinkedIn and other tools to source top candidates that meet our hiring needs and create a robust talent pipeline;
  • Act as a brand ambassador in the restaurant/hospitality industry;
  • Manages recruitment processes and procedures;
  • Full-cycle recruiting;
  • Build a strong pipeline of candidates to decrease hiring turnaround times.

Requirements:

  • In-depth understanding of ATS and sourcing tools, such as resume databases and online communities;
  • 2+ years of personnel management experience;
  • Ability to adapt well to change in direction and priority in a fast- paced and deadline-oriented environment;
  • Conduct thorough pre-screening to ensure candidates are viable to rue21 standards;
  • Highly advanced passive sourcing skills;
  • Ability to work effectively in a team environment and build strong relationships;
  • Proficiency in verbal Spanish language a plus;
  • Ability to operate independently while establishing strong working relationships with co-workers and cross-functional teams;
  • Previous experience recruiting in Public Accounting Industry;
  • Maintain positive business relationships with Hiring Managers and their teams;
  • Strong, professional and effective verbal and written communication skills;
  • Passion for building a top-notch, high-functioning Talent Acquisition model;
  • Bachelor’s Degree or Equivalent;
  • Strong analytical, prioritizing, interpersonal, problem-solving, and presentation skills;
  • Identify qualified candidates that reflect rue21’s values and meets its job requirements as a result of the interview process.