Talent Acquisition Manager

The Talent Acquisition Manager is responsible for leading the design, execution, and continuous evolution of the company's enterprise-wide talent acquisition strategy. This role partners closely with executive leadership, senior leaders, and hiring managers to ensure the organization attracts, engages, and hires top talent across all sectors of the business.

This position is responsible for executive and high impact position hiring, long-term talent pipelining, workforce planning support, and recruitment employer brand strategy. The Talent Acquisition Manager serves as a strategic advisor to the business, aligning recruiting efforts with organizational goals, growth plans, and workforce demands while ensuring compliance, quality of hire, and an exceptional and consistent candidate experience.

• Visionary: Consistently articulates a clear and compelling picture of the future that motivates and guides others toward long-term goals.
• Influential: Effectively persuades and inspires others by building strong relationships and presenting ideas with clarity and conviction.
• Composed: Maintains focus, clarity, and emotional control under pressure, enabling effective decision‑making and steady leadership in high‑stress or uncertain situations.
• Team Focused: Actively contributes to a collaborative environment, valuing shared successes and supporting team cohesion and performance.
• Committed to Personal Development: Demonstrates a proactive approach to learning and growth by seeking feedback, embracing challenges, and enhancing personal effectiveness.

• Develops, executes, and continuously refines the company's enterprise‑wide talent acquisition strategy to support business growth, workforce plans, and hiring needs across all sectors and functions.
• Partners with executive leadership and senior leaders to understand short‑ and long‑term talent requirements, define hiring priorities, and align recruiting plans to business objectives.
• Leads recruitment efforts for executive, senior leadership, and other high‑impact roles, including role scoping, sourcing strategy, candidate assessment, and offer strategy.
• Identifies and manages critical hires by assessing business risk, talent availability, and succession gaps, and implementing targeted recruiting approaches to reduce time‑to‑fill and quality‑of‑hire risk.
• Builds and maintains proactive talent pipelines for hard‑to‑fill and recurring roles using sourcing tools, referrals, and industry networks.
• Designs and implements sourcing strategies that leverage recruiting technology, data, and emerging tools to expand candidate reach and improve hiring outcomes.
• Supports workforce planning by analyzing hiring trends, turnover data, and projected business needs, and translating insights into actionable recruiting strategies.
• Develops and executes recruiting marketing initiatives in partnership with the Marketing & Communications department to strengthen the company's visibility and attractiveness as an employer.
• Establishes, tracks, and analyzes talent acquisition metrics (e.g., time‑to‑fill, quality of hire, pipeline health, candidate experience) and regularly reports insights and recommendations to leadership.
• Ensures recruiting practices comply with employment laws, affirmative action and OFCCP requirements, and internal policies while maintaining a consistent and high‑quality candidate experience.

• Bachelor's degree in Human Resources, Business Administration, or a related discipline field or equivalent relevant experience.
• Eight (8)+ years of progressive talent acquisition experience, including responsibility for full life‑cycle recruiting.
• Demonstrated experience recruiting senior‑level, high‑impact, and hard‑to‑fill roles.
• Proven experience developing and executing recruiting strategies aligned to business needs.
• Experience partnering with senior leaders to deliver proactive talent solutions and advise on hiring decisions.
• Demonstrated success building talent pipelines for critical and hard‑to‑fill roles.
• Strong understanding of full life‑cycle recruitment and recruiting operations.
• Working knowledge of employment laws,…