Sr. Manager Talent Acquisition - Field

About the role

The Sr. Manager, Talent Acquisition (Field) leads the enterprise field recruiting strategy and execution for 30,000+ positions nationally. The incumbent is responsible for developing and driving the long-term talent acquisition roadmap for field operations, ensuring the organization can attract, hire, and retain the talent necessary to meet operational, growth, workforce planning, and customer service objectives.

Responsibilities

• Establish long-term recruiting strategies aligned to workforce planning, operational growth, labor market conditions, succession needs, customer service expectations, and business transformation initiatives.
• Lead and develop a high-performing organization of Talent Acquisition leaders and recruiting teams, driving accountability to performance expectations, operational rigor, and business outcomes.
• Ensure talent acquisition strategies support operational continuity, customer experience, and service reliability by ensuring they’re aligned to business demand and workforce needs.
• Partner closely with Operations leadership to proactively anticipate workforce gaps and ensure the organization has the talent needed to support safe, efficient, and uninterrupted service delivery.
• Leverage data, analytics, and market intelligence to identify trends, optimize performance, improve recruiting effectiveness, and influence enterprise workforce decisions.
• Own enterprise delivery against core recruiting metrics including Time to Fill (TTF), Time to Hire (TTH), funnel conversion, quality of hire, offer acceptance, 30/90-day retention, recruiter productivity, and hiring manager satisfaction.
• Serve as a strategic advisor on labor market trends, competitive hiring dynamics, compensation pressures, workforce availability, and external talent landscape conditions.
• Enhance hiring leader engagement and accountability through clear governance, education, communication, and partnership.
• Build organizational capability within the Talent Acquisition function through leadership development, succession planning, performance management, and talent strategy evolution.

Qualifications

• Demonstrated success building and leading enterprise recruiting strategies in complex, high-volume, geographically dispersed environments.
• Proven ability to lead through scale, complexity, and operational ambiguity while driving measurable business outcomes.
• Strong executive presence with the ability to influence senior operational and HR leaders across the organization.
• Deep experience using workforce data, recruiting analytics, and labor market intelligence to drive strategy and operational decision-making.

Minimum Requirements

• 7 - 10 years of progressive experience in talent acquisition, including leading full-cycle recruiting strategies in a high-volume complex organization with accountability for hiring outcomes and candidate experience.
• Proven experience leading recruiting execution through others, establishing scalable processes and standards, and partnering with key stakeholders to drive hiring strategies that align with business objectives.