The Senior Manager, Talent Acquisition is responsible for leading the day-to-day operations of the Talent Acquisition function while partnering with Talent leadership to shape and execute recruiting strategies that support the organization’s evolving needs.
This role oversees the full Talent Acquisition team, operating within a pod-based model, and ensures consistent, high-quality delivery across all areas of the business. The Senior Manager plays a critical role in translating strategy into execution; driving performance, improving processes, and building team capability.
This position requires a balance of strategic thinking and hands-on leadership, with a strong focus on operational excellence, stakeholder partnership, and continuous improvement. This role also serves as a key drive in advancing Talent Acquisition capabilities through recruitment marketing, technology innovation, and data-driven decision making.
Responsibilities:Talent Acquisition Leadership and Execution
Lead day-to-day Talent Acquisition operations, ensuring consistent execution and delivery across all roles and business functions.
Partner with Talent leadership (Director/VP) to shape and execute recruiting strategies aligned to business priorities
Translate strategic direction into clear plans, workflows, and team expectations
Monitor team performance and proactively adjust priorities, resources, and workload to meet hiring demands
Team Leadership and Development
Lead, coach, and develop a team of Talent Acquisition Partners
Set clear expectations for performance, accountability, and behavior
Provide ongoing feedback, support development planning, and address performance gaps
Foster a collaborative, high-performing team culture aligned with Talent Team standards
Operational Excellence and Process Management
Oversee recruiting workflows to ensure efficiency, consistency, and quality across the hiring process
Develop, document, and maintain scalable recruiting processes, including SOPs and service level agreements (SLAs)
Identify process gaps and implement improvements to enhance speed, quality, and experience
Ensure consistent execution of intake, pipeline management, and stakeholder communication standards
Technology and Innovation
Partner with HR Technology team to optimize use of ATS, CRM, and other recruiting technologies
Identify opportunities to leverage AI, automation, and emerging tools and technologies to improve sourcing, screening, and overall efficiency
Stay informed on trends and advancements in Talent Acquisition technology and bring forward new ideas and solutions
Assist in building and supporting business cases for new tools, platforms, and enhancements that improve team effectiveness and hiring outcomes
Drive adoption and effective usage of technology across the team
Data, Metrics, and Performance Management
Monitor recruiting metrics and use data to identify trends, risks, and opportunities
Establish and maintain reporting to drive visibility and accountability across the team
Use data to inform decisions related to workload distribution, process improvements, and hiring outcomes
Recruitment Marketing and Talent Attraction
Partner with Talent leadership, marketing, and communications resources to support and execute recruitment marketing strategies that strengthen employer brand and attract high-quality candidates
Identify opportunities to improve job marketing, candidate engagement, and talent pipeline development
Leverage data and market insights to refine sourcing strategies and outreach approaches
Support initiative that enhance NFI’s presence across relevant talent channels
Stakeholder Partnership and Service Delivery
Ensure the Talent Acquisition team delivers a high-quality, high-touch experience for both candidates and hiring leaders
Support Talent Acquisition Partners in building strong, consultative relationships with stakeholders
Provide guidance on challenging searches, stakeholder management, and hiring decisions
Address escalations and ensure consistent service delivery across the organization
Change Management and Continuous Improvement
Support the implementation of changes to team structure, processes, and tools
Identify opportunities for continuous improvement and lead efforts to enhance how recruiting work is executed
Promote adoption of new ways of working and reinforce consistency across the team
Contribute to ongoing evolution of the Talent Acquisition function
Bachelor’s degree preferred or equivalent relevant experience
7+ years of progressive recruiting experience, with a strong preference for a blend of corporate and agency background.
Minimum of 3 to 5 years of people management experience, including demonstrated success in coaching, performance management, and development planning
Demonstrated experience managing recruiting operations in a fast-paced, complex environment
Experience designing and executing scalable recruiting strategies and programs
Experience working with or implementing recruiting technologies (ATS, CRM, sourcing tools) and exposure to AI or automation tools
Strong data and analytics capability, with the ability to interpret metrics and use insights to drive decisions and improvements
Proven ability to influence stakeholders and build effective working relationships
Experience working in a distributed workforce while maintaining a strong focus on candidate and stakeholder experience
Strong analytical, organizational, problem solving, and communication skills
Ability to balance strategic thinking with hands-on execution
Key Success Factors
Ability to translate strategy into clear, actionable execution
Strong operational discipline and attention to detail
Effective people leadership and coaching capability
Curiosity and openness to new technology and innovation
Ability to lead through change and drive adoption
Focus on delivering consistent, high-quality results
Additional Information
Ability to travel as needed
Participation in cross-functional initiatives and projects may be required
We are excited to share that the base salary range for this position is $ 121,336.80 - $161,782.40. This position is also eligible for an annual discretionary bonus, targeted at 3%. NFI takes into consideration applicants' qualifications, experience, education, and geographic location when determining a starting rate of pay.
Employees are also eligible for a robust benefit program, which includes Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Paid Time Off, and Paid Parental Leave, among other benefit plan options.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.