The Talent Acquisition Manager serves as the organization's primary talent acquisition subject matter expert and is responsible for leading and executing all aspects of the recruitment function. This role partners closely with business leaders and HR colleagues to attract, assess, and hire top talent while ensuring an efficient, high-quality candidate and hiring manager experience.
The Talent Acquisition Lead manages full-cycle recruiting across a broad range of positions, develops and implements recruiting strategies, oversees recruiting operations and systems, analyzes hiring trends and metrics, and supports workforce planning efforts. This position plays a key role in helping the organization achieve its business objectives through effective talent acquisition practices, process improvement, and strong partnerships with leaders throughout the organization.
Key duties include leading and managing the full recruitment lifecycle for openings, partnering with business leaders to understand hiring needs, working directly with hiring managers to prioritize openings, sourcing active and passive candidates, reviewing resumes, coordinating and managing interview scheduling, facilitating interview debriefs, preparing and presenting offers, maintaining accurate candidate records, monitoring recruiting performance, building and maintaining talent pipelines, supporting employer branding initiatives, evaluating recruiting agencies, promoting equitable and inclusive hiring practices, serving as a trusted advisor to hiring managers, creating and maintaining recruiting processes, developing and delivering interview training, partnering with the HR team on talent-related initiatives, serving as administrator of the applicant tracking system, developing recruiting metrics, identifying and implementing process improvements, and performing other duties as assigned.
Education/training required includes a bachelor's degree in human resources or related field, or equivalent work experience. Required work experience/skills include business acumen, knowledge of employment labor laws, professional communication skills, organizational skills, negotiation and problem-solving skills, consultative and stakeholder management skills, ability to interpret recruiting data, experience recruiting across various functions, ability to work independently, and proficiency with recruiting technologies and Microsoft Office applications.