Talent Acquisition Mgr

Overview

The Talent Acquisition Manager leads an assigned recruiting team while personally managing a portfolio of priority, complex, or business-critical requisitions. This role translates  enterprise workforce priorities into market-specific recruiting strategies, drives accountability for hiring outcomes, develops recruiter capabilities and ensures disciplined execution across the full recruitment cycle. The Manager partners closely with business leaders and HR stakeholders, leverages market intelligence and analytics to inform decision-making, and remains directly involved in sourcing, candidate assessment, offer strategy, and critical hiring decisions. Success is measured through hiring results, speed-to-fill, quality of hire, stakeholder satisfaction, candidate experience, compliance, and team performance.

Responsibilities

• Manage an assigned portfolio of priority, complex, hard-to-fill, or business-critical requisitions. Lead by example through hands-on sourcing, applicant review, candidate outreach, phone screens, interview coordination, offer development, closing, and pre-start engagement.• Build, lead, coach, and develop a high-performing team of  Talent Acquisition Specialists through goal setting.  performance management, career development, workload balancing, and on-going coaching.• Partner with business leaders and HR stakeholders to translate workforce plans and market conditions into proactive recruiting strategies, intake plans, decision timelines, and clear mutual accountabilities.• Proactively monitor requisition and pipeline health, identify risks and  bottlenecks, intervene in critical searches, and implement appropriate corrective actions to improve hiring outcomes.• Analyze  recruiting metrics and  funnel conversion data, labor-market insights, and forecasting trends to drive hiring strategies, improve team performance, and provide actionable leader recommendations. • Maintain a responsive, inclusive, and high-quality candidate and hiring-leader experience through timely communication, disciplined follow-through, constructive influence, and clear ownership.• Ensure accurate ATS, CRM, and HR-system records; drive process and OFCCP compliance; evaluate agency and vendor performance; and identify opportunities to simplify work and increase recruiter capacity.

Qualifications

Minimum EducationRequired:• Bachelor’s degree in Human Resources, Business, or a related field; equivalent combination of education and relevant experience may be considered. Preferred:• Advanced degree in Human Resources, Business, or a related discipline.

Minimum ExperienceRequired:• Five or more years of progressive full-cycle talent acquisition experience.• Two or more years of experience leading, coaching, or formally supervising talent acquisition professionals.• Experience leading recruiting teams with accountability for service delivery, performance outcomes, and recruiter development while also directly managing a portfolio of requisitions.• Experience using recruiting data and funnel metrics to diagnose performance and improve outcomes.• Experience establishing recruiting forecasts, workload planning, and hiring performance metrics. • Experience working with all levels of leadership.

Preferred:• Talent acquisition experience in healthcare, multi-site operations, retail, or another high-volume service environment.• Experience recruiting clinicians or other hard-to-fill professional talent across multiple geographic markets.• Experience managing staffing agencies, search partners, or contingent labor channels.

Knowledge Skills and Abilities• Player-coach leadership style with the judgment and discipline to balance people leadership and direct recruiting delivery.• Strong full-cycle recruiting, sourcing, candidate assessment, offer negotiation, and closing capabilities.• Ability to establish priorities, manage competing deadlines, and sustain execution in a fast-changing environment.• Demonstrated ability to hold self and others accountable through clear expectations, follow-through, coaching, and timely performance action.• Strong analytical skills and the ability to translate data into practical actions and executive-level insights.• Consultative influence, sound judgment, and the ability to challenge constructively and recommend decisions.• High attention to detail, process discipline, discretion, and commitment to data integrity.• Proficiency in Microsoft Office products and experience with iCIMS or a comparable ATS, CRM technology, and Dayforce or a comparable HCM platform. 

Licenses and CertificationsRequired:• None Preferred:• None 

Virtual Employee?

Salary Range

Location/Org Data : Dept Number

Responsibilities

• Manage an assigned portfolio of priority, complex, hard-to-fill, or business-critical requisitions. Lead by example through hands-on sourcing, applicant review, candidate outreach, phone screens, interview coordination, offer development, closing, and pre-start engagement.
• Build, lead, coach, and develop a high-performing team of  Talent Acquisition Specialists through goal setting.  performance management, career development, workload balancing, and on-going coaching.
• Partner with business leaders and HR stakeholders to translate workforce plans and market conditions into proactive recruiting strategies, intake plans, decision timelines, and clear mutual accountabilities.
• Proactively monitor requisition and pipeline health, identify risks and  bottlenecks, intervene in critical searches, and implement appropriate corrective actions to improve hiring outcomes.
• Analyze  recruiting metrics and  funnel conversion data, labor-market insights, and forecasting trends to drive hiring strategies, improve team performance, and provide actionable leader recommendations. 
• Maintain a responsive, inclusive, and high-quality candidate and hiring-leader experience through timely communication, disciplined follow-through, constructive influence, and clear ownership.
• Ensure accurate ATS, CRM, and HR-system records; drive process and OFCCP compliance; evaluate agency and vendor performance; and identify opportunities to simplify work and increase recruiter capacity.