Talent Acquisition Manager

Leveraging talent-market insights, recruiting analytics, and broad Human Resources experience, this role connects talent acquisition with organizational growth, workforce development, internal talent opportunities, and long-term business needs while ensuring a strong candidate experience and employer brand. Develop and maintain candidate pools and talent pipelines for critical, recurring, specialized, difficult-to-fill, and future workforce needs through proactive sourcing, networking, and relationships with colleges, universities, technical schools, professional organizations, community partners, former employees, and other external talent sources.

Job SummaryReporting to the Vice President of HR, the Talent Acquisition Manager serves as a strategic talent and workforce partner, leading talent acquisition strategies that support the organization’s current and future workforce needs. The role partners with business and HR leaders to anticipate talent needs, develop proactive recruiting strategies, and build sustainable candidate pools and pipelines for critical, recurring, and future roles. The Talent Acquisition Manager leads the strategies and procedures for all aspects of the recruiting process. This position provides consultative guidance throughout workforce planning, position intake, candidate assessment, selection, and hiring decisions. Leveraging talent-market insights, recruiting analytics, and broad Human Resources experience, this role connects talent acquisition with organizational growth, workforce development, internal talent opportunities, and long-term business needs while ensuring a strong candidate experience and employer brand.Essential Responsibilities

• Develop and execute talent acquisition strategies, policies, and practices aligned with organizational goals, growth plans, and current and future workforce needs.  
• Partner with HR and business leaders to understand workforce priorities, anticipate talent needs, identify critical skill gaps, and translate business needs into proactive recruiting strategies.
• Serve as a consultative talent partner to hiring leaders, providing guidance on position requirements, candidate availability, recruiting strategy, compensation considerations, selection practices, and labor-market conditions.
• Lead full cycle recruiting activities, including sourcing, resume review, structured candidate interviews and assessments, candidate recommendations, and hiring support, while partnering with the Total Rewards Manager on salary negotiations, job offers, and the offer acceptance process.  
• Lead structured intake meetings to understand business needs, establish candidate success profiles and hiring criteria, and develop aligned recruiting plans and timelines.
• Develop and maintain candidate pools and talent pipelines for critical, recurring, specialized, difficult-to-fill, and future workforce needs through proactive sourcing, networking, and relationships with colleges, universities, technical schools, professional organizations, community partners, former employees, and other external talent sources.
• Facilitate candidate selection discussions with hiring teams to evaluate interview feedback, ensure alignment with established criteria, and support objective and informed selection decisions.
• Partner with HR, Total Rewards, Talent Development, and business leaders to connect recruiting strategies with workforce planning, internal mobility, employee development, and broader organizational talent priorities.
• Utilize recruiting, workforce, and labor-market data to evaluate recruiting effectiveness, identify talent risks and trends, and provide actionable recommendations to HR and business leaders. 
• Strengthen the organization’s employer brand and ensure a consistent, professional, and engaging candidate experience throughout the recruiting process. Represent the organization at career fairs and recruiting events.
• Recommend and implement improvements to recruiting processes, technology, tools, policies, and practices to improve efficiency and effectiveness.
• Maintain compliance with applicable federal, state, and local employment laws, organizational policies, and established recruiting and selection practices while protecting confidential information.
• Perform other talent acquisition, workforce, and Human Resources projects and initiatives as assigned.

Supervisory Responsibilities

• As the talent acquisition function evolves, provide leadership, coaching, and direction to designated team members while ensuring alignment with organizational hiring prioritie

Minimum Qualifications

• Bachelor’s degree in Human Resources or a related field; Master’s degree preferred.
• A minimum of ten (10) years of progressive Talent Acquisition and Human Resources experience, including significant experience leading full cycle recruiting and talent acquisition strategies; manufacturing, industrial, engineering, or related experience preferred.
• Broad Human Resources knowledge with demonstrated understanding of workforce planning, compensation, employee development, internal mobility, organizational structure, and other talent-related practices.
• Demonstrated ability to serve as a consultative partner to business and hiring leaders and translate workforce needs into effective recruiting strategies.
• Experience conducting position intake meetings, structured candidate interviews and assessments, and candidate selection/debrief discussions.
• Demonstrated experience developing proactive sourcing strategies, candidate pools, and talent pipelines for critical and future workforce needs.
• Strong analytical skills with the ability to interpret recruiting, workforce, and labor-market data and translate findings into recommendations.
• Strong communication, relationship-building, consulting, influencing, negotiation, and problem-solving skills.
• Experience with applicant tracking systems (ATS), HRIS platforms, recruiting technologies, sourcing platforms, and Microsoft Office applications.
• Ability to lead and influence others, manage multiple priorities, exercise sound judgment, adapt to changing business needs, and maintain a high level of professionalism and confidentiality.

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