Sr. Manager, Talent Acquisition (Operations)

We need to output HTML fragment with sections: About the role? Actually the posting includes Overview, ROLE AT A GLANCE, HOW YOU’LL MAKE AN IMPACT, TEAM DYNAMICS, LEADERSHIP AND SUPERVISORY RESPONSIBILITIES, Qualifications, etc. We need to use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We must not repeat job title as heading. We must include sections only when posting has real, specific content. We must preserve all substantive info, not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions. Also remove the equal opportunity statement and benefits? Actually benefits are substantive: they list benefits. So we need a Benefits section. Pay and Schedule not mentioned, so we should not include those sections. We need to decide which sections to include: Overview/Role at a glance could be "About the role". Responsibilities could be "Responsibilities". Requirements could be "Qualifications". Skills maybe "Skills". Benefits as "Benefits". Also maybe "Team Dynamics" could be part of responsibilities? But we need headings from the list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can use those headings as appropriate. We must not create headings with filler. So we need to map content. Let's extract substantive content: Overview ROLE AT A GLANCE: description of role, responsibilities, etc. HOW YOU’LL MAKE AN IMPACT: bullet-like paragraphs describing impact. TEAM DYNAMICS: description of team. LEADERSHIP AND SUPERVISORY RESPONSIBILITIES: leadership duties. Qualifications: Education, Experience, Skills/Certifications. Benefits: list of benefits. We need to produce sections: About the role (maybe combine Overview and Role at a glance). Responsibilities (maybe combine HOW YOU’LL MAKE AN IMPACT, TEAM DYNAMICS, LEADERSHIP AND SUPERVISORY RESPONSIBILITIES). Requirements (Education, Experience). Skills (Skills/Certifications). Benefits (benefits list). Possibly also "Qualifications" as a separate section? The instruction list includes both Requirements and Qualifications as possible headings. We need to decide: maybe Requirements for education/experience, Qualifications for skills/certifications? But they also have Skills heading. Could treat Requirements as education/experience, Qualifications as skills/certifications? However they also have Skills heading. The list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we have four possible sections for candidate attributes: Requirements, Qualifications, Skills. We need to avoid duplication. Perhaps we can use Requirements for education/experience, Qualifications for preferred qualifications (advanced degree/certification), Skills for skills/certifications. But the posting lumps them: Education required, Advanced degree preferred, Experience required, Skills/Certifications. So we could do: - Requirements: Education (Bachelor's degree required) and Experience (8+ years TA, 3+ years people leadership, etc.) - Qualifications: Preferred qualifications (Advanced degree and/or relevant professional certification) - Skills: Deep knowledge..., Strong understanding..., Excellent communication..., Demonstrated commitment... That seems reasonable. Now Benefits: list benefits. We must not include Pay or Schedule. We must not include boilerplate like EEO statement, privacy policies, terms of use, etc. Remove that. We must preserve all substantive info: need to keep details about locations (Winston-Salem, Memphis, Hagerstown, Dallas), team size (lead 2 TA professionals), etc. We must not invent or summarize away detail: we need to keep specifics like "end-to-end recruiting delivery for operations, manufacturing, distribution, technical, professional, and leadership roles", etc. We need to format using

for section headings,

• for any list of duties/requirements/benefits, and

  for prose. We need to output only HTML fragment, no /, no markdown. Let's craft. First, About the role: combine overview and role at a glance into prose. We'll write a

  summarizing the role: The Sr. Manager, Talent Acquisition – Southeast Operations leads talent acquisition strategy for Herbalife’s Southeast Operations organization, primary responsibility for Winston-Salem manufacturing facility, oversees end-to-end recruiting for operations, manufacturing, distribution, technical, professional, and leadership roles, etc. We need to preserve all substantive info: maybe better to keep as multiple paragraphs? But we can use

  for prose; we can have multiple

  elements. But we must not lose detail. Could break into multiple

  sentences. But we must not create filler. Let's draft:

  About the role

  The Sr. Manager, Talent Acquisition – Southeast Operations is responsible for leading and delivering the talent acquisition strategy for Herbalife’s Southeast Operations organization, with primary responsibility for the Winston‑Salem manufacturing facility—the company’s largest manufacturing site.

  This role oversees end‑to‑end recruiting delivery for operations, manufacturing, distribution, technical, professional, and leadership roles, ensuring the business has the talent required to meet current workforce needs and future growth plans.

  The Sr. Manager combines strategic leadership with hands‑on execution, serving as a trusted partner to plant and operations leaders, HR Business Partners, and cross‑functional stakeholders, and leads a team of recruiters while managing external staffing and recruiting agency partnerships.

  That seems good. Now Responsibilities: we need to list duties. Use
  • . We'll combine HOW YOU’LL MAKE AN IMPACT, TEAM DYNAMICS, LEADERSHIP AND SUPERVISORY RESPONSIBILITIES into a list of responsibilities. We need to preserve all specifics: lead Southeast Operations talent acquisition strategy for Winston-Salem and assigned distribution locations in Memphis, Hagerstown, and Dallas, aligning hiring plans to business priorities, workforce forecasts, and site growth needs. Manage and develop the recruiting team, providing clear priorities, coaching, workload balancing, performance support, and capability development. Oversee end-to-end recruitment delivery for a broad portfolio of operations, manufacturing, distribution, technical, professional, and leadership roles, from intake and sourcing through selection, offer, and onboarding partnership. Build trusted partnerships with plant leaders, distribution center leaders, hiring managers, HRBPs, and HR Operations to understand workforce needs, establish hiring plans, drive hiring-manager accountability, and resolve recruiting barriers with urgency. Develop proactive sourcing and talent-pipeline strategies informed by local labor-market conditions and workforce needs, including community partnerships, job boards, social media, referral programs, recruiting events, and targeted campaigns. Manage external staffing agencies, recruitment firms, and other talent partners, including performance expectations, service-level management, candidate quality, spend stewardship, and ongoing assessment of business value. Drive recruiting operational excellence through standardized processes, effective ATS utilization, KPI reporting, candidate-experience improvements, and continuous identification and resolution of process bottlenecks. Advance employer-brand and inclusive recruiting efforts across the Southeast Operations footprint by partnering with internal stakeholders on localized attraction strategies and relevant workforce-development, college, or community partnerships. The Southeast Operations Talent Acquisition team is a collaborative, fast-paced, and business-focused team supporting a network of manufacturing and distribution operations. The Sr. Manager will be based in Winston-Salem and lead recruiting for Herbalife’s largest manufacturing facility, while partnering closely with leaders and stakeholders at distribution locations in Memphis, Hagerstown, and Dallas. This role requires a visible, hands-on leader who builds strong relationships with site leadership, hiring managers, HR Business Partners, HR Operations, and external staffing partners. The team culture should reflect ownership, collaboration, urgency, continuous improvement, and a commitment to delivering a positive experience for candidates and internal stakeholders. Directly lead, coach, and develop 2 Talent Acquisition professionals supporting Southeast Operations recruitment. Establish team priorities, requisition assignments, capacity plans, performance expectations, and operating rhythms across the Winston-Salem, Memphis, Hagerstown, and Dallas locations. Provide ongoing development and coaching in full-cycle recruiting, sourcing strategy, stakeholder management, candidate experience, and effective ATS use. Foster a high-accountability, collaborative, and service-oriented team culture that delivers consistently against regional hiring needs. Manage external staffing agencies, recruitment firms, and other talent partners, including vendor selection, service-level expectations, performance reviews, candidate quality, process compliance, and spend management. Partner with plant and distribution center leaders, hiring managers, HRBPs, and HR Operations to forecast talent needs, address hiring risks, and remove barriers to execution. Serve as the Talent Acquisition subject-matter expert for assigned Southeast Operations locations and contribute to enterprise-wide TA processes, tools, standards, and initiatives. We need to avoid duplication: some points repeat (manage external staffing agencies appears twice). We should combine but preserve all info; we can mention once but include both aspects. Let's craft a comprehensive list without repeating identical phrases. We'll produce
    with each
    • as a responsibility sentence. Let's list: - Lead the Southeast Operations talent acquisition strategy for Winston‑Salem and assigned distribution locations in Memphis, Hagerstown, and Dallas, aligning hiring plans to business priorities, workforce forecasts, and site growth needs. - Manage and develop the recruiting team, providing clear priorities, coaching, workload balancing, performance support, and capability development to ensure high‑quality and responsive recruiting delivery across the region. - Oversee end‑to‑end recruitment delivery for operations, manufacturing, distribution, technical, professional, and leadership roles, from intake and sourcing through selection, offer, and onboarding partnership. - Build trusted partnerships with plant leaders, distribution center leaders, hiring managers, HR Business Partners, and HR Operations to understand workforce needs, establish hiring plans, drive hiring‑manager accountability, and resolve recruiting barriers with urgency. - Develop proactive sourcing and talent‑pipeline strategies informed by local labor‑market conditions and workforce needs, including community partnerships, job boards, social media, referral programs, recruiting events, and targeted campaigns. - Manage external staffing agencies, recruitment firms, and other talent partners, setting performance expectations, service‑level management, monitoring candidate quality, overseeing spend stewardship, and assessing business value. - Drive recruiting operational excellence through standardized processes, effective ATS utilization, KPI reporting, candidate‑experience improvements, and continuous identification and resolution of process bottlenecks. - Advance employer‑brand and inclusive recruiting efforts across the Southeast Operations footprint by partnering with internal stakeholders on localized attraction strategies and relevant workforce‑development, college, or community partnerships. - Provide visible, hands‑on leadership based in Winston‑Salem, fostering strong relationships with site leadership, hiring managers, HR Business Partners, HR Operations, and external staffing partners. - Directly lead, coach, and develop 2 Talent Acquisition professionals supporting Southeast Operations recruitment, establishing team priorities, requisition assignments, capacity plans, performance expectations, and operating rhythms across the Winston‑Salem, Memphis, Hagerstown, and Dallas locations. - Provide ongoing development and coaching in full‑cycle recruiting, sourcing strategy, stakeholder management, candidate experience, and effective ATS use. - Foster a high‑accountability, collaborative, and service‑oriented team culture that delivers consistently against regional hiring needs. - Partner with plant and distribution center leaders, hiring managers, HR Business Partners, and HR Operations to forecast talent needs, address hiring risks, and remove barriers to execution. - Serve as the Talent Acquisition subject‑matter expert for assigned Southeast Operations locations and contribute to enterprise‑wide TA processes, tools, standards, and initiatives. That seems comprehensive. Now Requirements: Education and Experience. We'll produce
      with each requirement. - Bachelor’s degree in human resources, Business Administration, Organizational Development, Social Sciences, or a related field required; an equivalent combination of education and relevant experience may be considered. - 8+ years of progressive talent acquisition or recruiting experience, preferably within a large, complex, or multinational organization. - 3+ years of people‑leadership experience in Talent Acquisition, Human Resources