Manager, Talent Acquisition

SHRM is a member-driven catalyst for creating better workplaces where people and businesses thrive together. As the trusted authority on all things work, SHRM is the foremost expert, researcher, advocate, and thought leader on issues and innovations impacting today’s evolving workplaces. With nearly 340,000 members in 180 countries, SHRM touches the lives of more than 362 million workers and their families globally.

Summary The Talent Acquisition Manager will lead and mentor a team of talent acquisition specialists, manage the executive recruitment process, and oversee all talent acquisition operations. This role focuses on creating an exceptional candidate and hiring manager experience, continuously improving recruitment processes, and utilizing data-driven insights to drive results. You will also be responsible for managing recruitment vendors and ensuring that our talent acquisition practices align with the company’s long-term goals.

Key Responsibilities:
Candidate & Hiring Manager Experience: Champion an exceptional candidate experience, ensuring that every touchpoint—from initial contact through onboarding—is engaging, transparent, and reflective of our company culture.
Collaborate with hiring managers to understand their recruitment needs, provide regular updates, and ensure a seamless recruitment process.
Deliver training and support to hiring managers, helping them improve their interviewing skills, understand talent market trends, and optimize their recruitment strategies.
Leadership & Team Development: Lead, mentor, and coach a team of talent acquisition specialists, fostering a culture of collaboration, growth, and accountability.
Develop and implement professional development programs for the team, ensuring they stay current with best practices and industry trends.
Provide ongoing feedback and guidance through formal and informal coaching to ensure continuous team improvement and success.
Serve as a resource for the team, providing strategic guidance on complex roles and recruitment challenges.
Talent Acquisition Operations: Oversee the day-to-day operations of the talent acquisition function, ensuring efficient processes, high-quality candidate pipelines, and timely delivery of hiring goals.
Continuously evaluate and refine recruitment processes to enhance efficiency, candidate experience, and hiring manager satisfaction.
Manage recruitment vendors and external partners, negotiating contracts and ensuring optimal service levels.
Oversee recruitment technologies (ATS, CRM) to ensure effective use of tools and platforms, optimizing the candidate experience and internal workflows.
Executive Recruitment: Lead the end-to-end executive recruitment process, including sourcing, interviewing, and securing top leadership talent for key roles within the organization.
Collaborate with senior leadership to understand executive talent needs and develop search strategies aligned with company goals.
Build and maintain strong relationships with external search firms when necessary, ensuring alignment with company values and standards.
Ensure a high level of confidentiality and professionalism when managing executive searches and negotiations.
Metrics & Reporting: Track and coach team based on key talent acquisition metrics using data-driven insights to inform decisions and optimize performance.
Create and present regular reports for leadership, offering insights into talent acquisition performance, hiring trends, and areas for improvement.
Utilize data analytics to identify bottlenecks, inefficiencies, and opportunities for continuous improvement within the recruitment process.
Continuous Process Improvement: Drive continuous improvement initiatives to streamline recruiting processes, enhance talent pipelines, and reduce time-to-fill for key roles.
Stay abreast of industry trends and best practices, integrating new tools, technologies, and methodologies to keep the talent acquisition function innovative and competitive.
Lead post-hiring debriefs and retrospectives to identify lessons learned and implement process improvements.
Lifelong Learning & Development: Embrace a lifelong learning mindset, continuously seeking to enhance your own knowledge of talent acquisition strategies, leadership, and industry trends.
Encourage a culture of learning within your team, promoting personal and professional growth through training, mentorship, and new challenges.
Education & Experience Requirements Qualifications: Education: Bachelor’s degree in human resources, business administration, I/O Psychology or a related field; extensive relevant experience and training in lieu of degree.
Certifications: SHRM-CP or SCP obtained within one year of employment. Other relevant certifications such as recruiting certifications are a plus.
Experience: Minimum of 8 years of experience in Talent Acquisition, with a focus on high-touch candidate & hiring manager experience, metrics, and process improvement.
At least 3 years of experience leading a talent acquisition team.
Strong understanding of recruitment metrics, data analysis, and process optimization.
Demonstrated ability to lead recruitment programs focused on emerging talent, untapped talent and hard-to-fill talent pipelines.
Strong full-cycle recruitment capabilities with a focus on white glove experience for hiring managers and candidates.
Proven ability to manage multiple priorities with agility and grace. Must be able to carry a req load and lead the day-to-day operations of the team.
Knowledge, Skills & Abilities Skills:
Strong analytical skills with an understanding of talent metrics and data analysis. Expertise in process optimization and project management.
Excellent communication and interpersonal skills, with a passion for delivering a great candidate and hiring manager experience.
Strong coaching and leadership skills; maintains a transparent culture of open and continuous feedback.
Strong collaborative skills with the ability to drive change across the organization.
Tools:
Proficiency with Applicant Tracking Systems (ATS), HRIS, and other recruitment tools and platforms. Experience with data visualization tools (e.g., Tableau, Power BI) is a plus.
Attributes:
Ability to think beyond HR; a well-rounded leader with strong business acumen and organizational intelligence.
Ability to work well in ambiguity and navigate complex situations. Solution-focused mindset with strong problem-solving skills and a passion for continuous improvement.
Possesses a commitment to lifelong learning, seeks and sees opportunities for ongoing professional and team development through formal and experiential learning.
Ability to connect and communicate with internal and external stakeholders at all levels.
Physical Requirements May require ordinary ambulatory skills sufficient to visit other locations; or the ability to stand, walk, lift, carry and move light to medium weight. Requires good hand-eye coordination, arm, hand and finger dexterity, including ability to grasp, and visual acuity to use a keyboard, operate equipment and learn technical information.
Moderate lifting is required. Exerting up to 50 pounds of force occasionally, and/or up to 30 pounds of force frequently, and/or up to 10 pounds of force to constantly move objects.
Work Environment Work is regularly performed in a professional office environment and routinely uses standard office equipment.
Expected travel is 0-10% of the time.
The hiring range for this position is $110,000 to $130,000 per year. This range is an estimate and the actual salary may vary based on the candidate's experience, skills, and qualifications. SHRM offers a competitive and comprehensive total rewards package. The benefits for this position include professional growth and development, health, dental, vision, well-being, health savings, flexible spending, retirement, open leave, and annual discretionary bonus and incentives.
Our employment practices are in accordance with the laws that prohibit discrimination against qualified individuals on the basis of race, religion, color, gender, age, national origin, physical or mental disability, genetic information, veteran’s status, marital status, gender identity and expression, sexual orientation, or any other status protected by applicable law.
SHRM is an equal opportunity employer (Minority/Female/Disabled/Veteran).
We do not sponsor applicants for work visas.

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