Talent Acquisition Manager

description : At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are a family-owned, excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members' personal and professional growth, and rewarding performance. We live by the core values of our Diamond Philosophy: Teamwork, Productivity, Quality, and Excellence-which means consistently doing your best and always striving to do better. Summary:The Talent Acquisition Manager leads the development and execution of recruiting strategies to attract, engage, and retain top talent across a multi-state, multi-location organization. This role partners closely with HR, leadership, and hiring managers to build proactive talent pipelines, strengthen employer branding, and deliver an efficient, compliant, and high-quality hiring experience. You are an adept manager who will collaborate to build Pacific Seafood's social media recruitment competitive advantage, source candidates through online social media networking tools, promote Pacific Seafood's employer of choice brand, and build and maintain relationships online to proactively fill the talent pipeline. key_responsibilities : 1. Recruitment Strategy & Workforce Planning Lead the full-cycle recruitment process including requisition approval, job advertising, candidate sourcing, application review, candidate screening, hiring manager briefing, interview strategy, and offer process Collaborate with HR managers and hiring managers to identify workforce patterns, trends, and department/division needs across a multi-state, multi-location environment; translate insights into sourcing plans, interview strategies, and pipeline goals Develop and standardize recruiting workflows; train and coach hiring managers and HR teams on interviewing, selection, and compliance; drive adoption of best practices across locations Utilize the ATS to manage requisitions, produce recruitment reports, and analyze funnel metrics, pipeline health, and compensation trends; recommend improvements that reduce time-to-fill and elevate quality of hire Build, maintain, and continuously develop talent pipelines to support both immediate hiring needs and long-term workforce planning initiatives Utilize labor market data, competitive intelligence, and industry trends to inform sourcing strategies and improve recruiting effectiveness 2. Brand Awareness and Outreach Management Plan and coordinate event sponsorships, job fairs, and on-site activations, ensuring high visibility as an employer of choice within target demographics and priority geographies Build applicant sources through active and passive recruiting; creatively engage agencies, recruiters, direct messaging, media, and niche internet sites to attract qualified professionals and maintain strong relationships Maintain an innovative approach to social media recruiting by staying current on emerging trends, tools, and technologies 3. Relationship Building and Candidate Experience Management Support hiring managers and HR teams with training on effective interviewing and hiring skills, ensuring consistency in best practices and compliance across the organization Understand candidate needs and successfully close candidates; partner with HR Representatives and hiring managers to ensure professionalism when generating and negotiating complex offers Ensure every candidate has exceptional and inclusive experience; engage and cultivate relationships with active and passive candidates to fill current requisitions and build future pipelines Maintain and promote EEOC compliance throughout recruitment and hiring processes Additional responsibilities may be assigned as deemed necessary to support the overall goals and objectives of the position.