Talent Acquisition Manager
- Partner with Human Resources and cross-functional leaders to execute the enterprise talent acquisition strategy aligned with business and workforce priorities.
- Lead internal and external talent market benchmarking and long-term strategic initiatives that support organizational growth and capability building.
- Champion the philosophy of "right talent, right time" through proactive workforce planning and alignment with internal mobility opportunities.
- Utilize labor market analytics and internal workforce data to anticipate future talent needs and shape sourcing priorities
- Serve as the bridge between Talent Acquisition, Talent Management, and Workforce Planning to ensure an internal-first and future-ready approach to identifying and attracting talent.
- Manage recruiting as a portfolio, balancing in-house capacity, automation, and external vendor partnerships to ensure agility, scalability, and cost-effectiveness.
- Evaluate and refine recruiting tools, processes, and partnerships to enhance efficiency, consistency, and impact across all locations.
- Lead Talent Acquisition goals and performance indicators, including time-to-fill, offer acceptance rate, internal fill percentage, and staffing firm utilization.
- Partner with Communications and HR teams to strengthen the company's employer brand across all candidate-facing platforms and channels.
- Represent the organization at career fairs, community events, and professional forums to build visibility and attract diverse talent
- Ensure every candidate and hiring manager interaction reflects organizational values and supports an inclusive, high-quality experience.
- Measure and monitor candidate and hiring manager satisfaction (NPS) to drive continuous improvement.
- Oversee end-to-end recruiting operations while continuously improving efficiency through technology, automation, and workflow redesign.
- Serve as system administrator for the Applicant Tracking System (ATS) to ensure data integrity, reporting accuracy, and user adoption
- Collaborate across HR Disciplines to align recruiting processes with onboarding, learning, and performance systems for a consistent employee lifecycle experience.
- Define and maintain recruiting SLAs, metrics, and dashboards to monitor performance and outcomes
- Develop and manage the annual talent acquisition budget in alignment with business priorities.
- Balance in-house recruiting resources with external partnerships to achieve scalability and cost optimization.
- Track and analyze cost-per-hire, agency spend, and ROI from technology or automation investments.
- Provide regular reporting to HR leadership on budget performance and recommendations for continuous improvement.
- Uphold equitable and inclusive recruiting practices consistent with the organization's values of fairness, respect, and opportunity.
- Partner with HR and business leaders to broaden outreach and remove barriers to attracting and retaining diverse talent.
- Use data and insights to ensure consistency, transparency, and accountability throughout the recruiting process, and promote balanced, inclusive hiring panels and candidate slates to support objective, high-quality selection decisions.
- Lead, coach, and develop the Talent Acquisition team to ensure consistent performance, collaboration, and accountability.
- Foster a culture of learning, data literacy, and consultative partnership across the team.
- Provide feedback, mentorship, and professional development opportunities to strengthen recruiting capability across the organization.
- A minimum of eight (8) years of talent acquisition or human resources equivalent experience
- A Bachelor's degree in Human Resources, Business Administration or a related field.
- Five (5) years of experience working with ATS or similar HR systems
- A minimum of 5 years of experience with MS Office Suite at an intermediate to advanced level
- Experience implementing or optimizing recruiting systems and vendor partnerships.
- Strong project management and process improvement skills.
- Experience using recruiting analytics and dashboards.
- Familiarity with Korn Ferry, Gartner, or similar HR frameworks.
- Proven ability to manage competing priorities with agility and sound judgement
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