About the Job:
The Field Talent Acquisition Sr. Program Manager is responsible for strengthening recruiter capability and driving continuous field engagement across talent acquisition strategy initiatives. This role serves as the subject matter expert on Field Talent Acquisition processes & best practices across leader development and recruiter development serving as a critical enablement lead to ensure the field is employing best-in-class talent strategies. As a key partner across Field Talent, this role helps build tools, insights, frameworks, training, and sessions to support recruiting performance with a focus on recruiting strategy, campus engagement, sourcing, and selection. This role focuses on career pathing for talent teams in the field and driving experiences forward that aid in retention.
What You'll Do
Recruiter Development Strategy & Career Progression
Partner across Talent Acquisition and Development to define recruiter career pathing strategies and shape cohesive experience design and curriculum that supports progression across the full career lifecycle from onboarding through advanced career stages.
Build scalable learning experiences that reinforce core recruiting capabilities, best practices, and performance expectations.
Continuously evolve development programs to align with business priorities and emerging talent needs.
Field Engagement & Enablement
Drive ongoing engagement with field offices to understand needs, gather feedback, and ensure alignment on recruiting strategies and initiatives.
Partner closely with field leaders and offices to translate enterprise strategy into practical, actionable guidance.
Create tools, resources, and frameworks that enable consistent execution of recruiting practices across the field.
Recruiting Strategy & Subject Matter Expertise
Serve as a subject matter expert in recruiting strategy, including campus engagement, sourcing, and selection best practices.
Provide strategic guidance to enhance recruiting effectiveness and improve outcomes across key talent segments.
Ensure alignment with industry standards, compliance requirements, and evolving market dynamics.
Program Design & Execution
Lead end-to-end design and delivery of strategic talent acquisition initiatives that strengthen recruiter capability.
Build scalable, repeatable programs that drive consistency while allowing flexibility for local market needs.
Monitor program effectiveness and continuously refine based on feedback, performance data, and evolving business needs.
Leadership Development & Coaching Enablement
Equip field leaders with the knowledge, tools, and frameworks needed to effectively coach and develop recruiting talent.
Lead leadership development efforts through key forums, academies, and engagement sessions focused on recruiting excellence.mKey partner in designing recruitment focused content across TalentWorks, Leadership Development and other field focused programs.
Cross-Functional Collaboration
Partner with Talent Acquisition, Field Leadership, Learning & Development, and other key stakeholders to align strategy and execution.
Act as a connector across teams to ensure consistent messaging, prioritization, and delivery of recruiting initiatives.
Foster strong relationships to drive engagement and adoption across diverse stakeholder groups.
Performance Measurement & Continuous Improvement
Define and track success metrics tied to recruiter development, engagement, and recruiting effectiveness.
Leverage insights and feedback to continuously enhance programs, tools, and overall talent acquisition strategy.
Identify opportunities to improve how recruiters and leaders learn, grow, and perform over time.
What You'll Bring to the Role
Bachelor’s degree in Human Resources, Business, Education, or related field.
7+ years of experience in talent acquisition, recruiting strategy, learning & development, or related field experience.
Strong understanding of recruiting strategies, including campus engagement, sourcing, and selection.
Organizational Skills: Ability to manage multiple strategic initiatives and priorities across a matrixed environment.
Strategic Thinking: Ability to translate business needs into scalable development solutions that drive measurable impact.
Leadership & Influence: Proven ability to build credibility, influence stakeholders, and drive alignment across field and corporate partners.
Communication Skills: Exceptional written and verbal communication skills, with ability to engage both leadership and field audiences.
Analytical Skills: Data-driven mindset with ability to measure outcomes and continuously refine strategies.
Field Orientation: Strong ability to stay connected to field needs and translate insights into practical, actionable solutions.
Adaptability: Comfortable operating in a dynamic environment with evolving priorities and ambiguity.
Collaboration: Demonstrated success partnering across teams to design and deliver impactful programs at scale.
Skills You Have:
Attention to Detail: Focuses on specific details to spot and correct errors in advance of them being found and surpass quality expectations. Performs work with thorough proofreading for presentation, content, accuracy, and overall quality.
Cross Functional Partnering & Planning: Facilitates collaboration, communication, coordination, and planning with individuals and teams from different functions within the organization, and who have different areas of expertise, to achieve common goals.
Talent Acquisition Strategy: Engages candidates and managers throughout hiring process to uncover needs and motives. Articulates and sells value and benefits of the hire to address priorities and preferences of both parties. Negotiates between parties and drives to secure the best possible hire in a timely and cost-effective manner.
Visual Storytelling: Communicates a message or idea through visualization of concepts such as images, videos, graphics, narratives, mock-ups and data. Designs visuals that convey a narrative, evoke emotion, and engage the viewer.
#LI-Hybrid
Compensation Range:
Pay Range - Start:
$98,320.00Pay Range - End:
$147,480.00Geographic Specific Pay Structure:
Structure 110:
$108,160.00 USD - $162,240.00 USDStructure 115:
$113,040.00 USD - $169,560.00 USDWe believe in fairness and transparency. It’s why we share the salary range for most of our roles. However, final salaries are based on a number of factors, including the skills and experience of the candidate; the current market; location of the candidate; and other factors uncovered in the hiring process. The standard pay structure is listed but if you’re living in California, New York City or other eligible location, geographic specific pay structures, compensation and benefits could be applicable, click here to learn more.
Grow your career with a best-in-class company that puts our clients' interests at the center of all we do. Get started now!
Northwestern Mutual is an equal opportunity employer that welcomes talented individuals of all backgrounds. We are committed to creating and maintaining an environment in which each employee can contribute creative ideas, seek challenges, assume leadership and continue to focus on meeting and exceeding business and personal objectives.
Industry Knowledge (NM) - Intermediate, Prioritization (NM) - Intermediate, Visual Storytelling (NM) - Beginner, Technical & Digital Acumen (NM) - Intermediate, Employee Brand Value Proposition (NM) - Intermediate, Talent Sourcing (NM) - Intermediate, Cross Functional Partnering & Planning (NM) - Intermediate, Talent Acquisition Strategy (NM) - Intermediate, Data Security (NM) - Intermediate, Customer Centricity (NM) - Intermediate, Adaptive Communication (NM) - Intermediate, Learning Agility & Critical Thinking (NM) - Intermediate, Negotiation & Managing Objection (NM) - Intermediate, Attention to Detail (NM) - Intermediate, Talent Assessment & Selection (NM) - Intermediate, Candidate Experience (NM) - Intermediate, Organization (NM) - Intermediate, HR Ethics (NM) - Intermediate
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