Talent Acquisition Manager

Job Summary

The Recruitment Manager is responsible for leading and managing the end-to-end talent acquisition function to ensure the timely, efficient, and compliant fulfillment of hiring requirements across the organization. This role oversees recruitment strategy, workforce planning support, sourcing operations, stakeholder management, recruitment process governance, employer branding initiatives, vendor management, and team leadership.

The Recruitment Manager partners closely with business leaders, hiring managers, HR teams, and external recruitment partners to attract, assess, and secure high-quality talent while ensuring compliance with company policies, hiring procedures, data privacy standards, and recruitment service level agreements.

Key Responsibilities

Talent Acquisition Leadership

• Lead and manage the end-to-end recruitment lifecycle for professional, technical, managerial, executive, and volume hiring requirements.
• Develop recruitment plans and sourcing strategies aligned with workforce plans and business objectives.
• Ensure achievement of hiring targets, time-to-fill targets, and recruitment quality metrics.
• Monitor recruitment pipelines and provide regular hiring status updates to stakeholders.
• Drive continuous improvement initiatives to enhance recruitment effectiveness and candidate experience.

Recruitment Operations Management

• Oversee requisition intake, hiring approvals, candidate sourcing, screening, assessments, interviews, offer management, and onboarding coordination.
• Ensure recruitment activities are conducted according to approved hiring procedures and policies.
• Monitor recruitment dashboards, pipeline metrics, conversion rates, and hiring forecasts.
• Identify recruitment risks and implement proactive mitigation plans.
• Manage escalations related to critical and high-priority hiring requirements.

Stakeholder Management

• Serve as the primary recruitment partner to business leaders and hiring managers.
• Conduct hiring strategy discussions and recruitment planning sessions with department heads.
• Provide guidance on labor market conditions, talent availability, compensation trends, and recruitment risks.
• Ensure alignment between hiring needs and recruitment execution plans.

Recruitment Team Leadership

• Lead, coach, and develop recruiters, coordinators, and talent acquisition specialists.
• Establish performance expectations and monitor team productivity.
• Provide mentorship and career development opportunities to recruitment team members.
• Drive a culture of accountability, responsiveness, collaboration, and continuous improvement.

Sourcing and Employer Branding

• Develop multi-channel sourcing strategies using job boards, LinkedIn, referrals, social media, universities, recruitment agencies, and talent communities.
• Strengthen employer branding initiatives to improve candidate attraction and engagement.
• Build talent pipelines for recurring and strategic positions.

Compliance and Governance

• Ensure compliance with company hiring procedures, employment regulations, data privacy requirements, and client-specific hiring requirements.
• Maintain recruitment documentation, approvals, candidate records, and audit readiness.
• Ensure recruitment processes are implemented consistently across departments and locations.
• Support internal and external audits related to recruitment activities.

Vendor and Agency Management

• Manage relationships with recruitment agencies, executive search firms, freelancers, and sourcing partners.
• Evaluate vendor performance, service quality, and cost effectiveness.
• Negotiate recruitment agreements and service arrangements where applicable.
• Ensure vendor compliance with company policies and hiring requirements.

Analytics and Reporting

Track and analyze recruitment KPIs, including:

• Time-to-fill
• Offer acceptance rate
• Source effectiveness
• Hiring manager satisfaction
• Recruiter productivity
• Candidate conversion rates
• Hiring forecast attainment
• Present recruitment insights and recommendations to leadership.

Qualifications

• Bachelor's Degree in Psychology, Human Resources, Business Administration, Behavioral Science, or a related field.
• At least 7-10 years of progressive Talent Acquisition experience.
• At least 3-5 years of experience leading recruitment teams.
• Strong background in corporate, technical, volume, and leadership hiring.
• Experience managing recruitment operations, workforce planning support, and stakeholder engagement.
• Knowledge of labor regulations, recruitment compliance, and data privacy requirements.
• Experience with ATS, recruitment analytics, dashboards, and reporting tools.
• Experience managing recruitment vendors and external recruiting partners.