Talent Acquisition Manager

General Purpose

The Talent Acquisition Manager leads and evolves the end-to-end recruiting strategies for Coca-Cola Southwest Beverages (CCSBW) and reports to the Group Director of HR. This role partners closely with HR Leadership, HR Business Partners, and business leaders to deliver scalable, data-driven and inclusive talent solutions across hourly, frontline, leadership and professional roles.

Duties and Responsibilities

• Strategic Talent Acquisition Leadership
• Lead enterprise-wide recruiting strategies aligned to business priorities, growth plans and workforce forecasts.
• Serve as a trusted advisor to leaders on talent market conditions, sourcing strategies, and hiring tasks.
• Translate workforce plans into proactive recruitment strategies and candidate pipelines.
• Drive continuous improvement of TA processes, service delivery, and candidate experience.
• Evaluate and manage performance metrics for external search firms, job boards, background check vendors and technology platforms.
• Academic & Community Partnerships
• Establish formal partnerships with target universities to run on-campus recruitment, career fairs and targeted information sessions.
• In partnership with the Talent Team, design and oversee high-impact internship and rotational development programs.
• Form direct alliances with regional vocational academies and trade schools to build candidate pipelines for skilled technical labor.
• Talent Acquisition Team Leadership
• Hire, coach, develop, and performance-manage the CCSWB Talent Acquisition team.
• Build team capabilities in strategic sourcing, technology utilization, behavioral interviewing and consultative hiring.
• Establish and track performance goals, productivity metrics, and quality-of-hire indicators.
• Advanced Sourcing & Talent Pipelines
• Advanced sourcing: Architect data-driven sourcing strategies using AI tools, niche platforms, and digital networks to find high-caliber passive talent.
• Pipeline Management: Build and nurture active candidate communities for critical, high turnover, hard-to-fill technical, leadership and succession-critical roles.
• Technology, Data & Analytics
• Own and optimize the Applicant Tracking System (ATS) and related recruiting technologies, ensuring adoption, data quality, and process efficiency.
• Leverage recruiting technologies by partnering with IT and external vendors to enhance hiring processes through AI-enabled candidate matching and resume screening, automated workflows and communications, and streamlined interview scheduling and assessment tools.
• Use recruiting analytics and dashboards to monitor:
• Time-to-fill, cost-per-hire and source effectiveness
• Conversion and retention rates
• Recruiter capacity and workload distribution
• Translate data into actionable insights for HR and business leaders.

Qualifications

• Education
• Required: Bachelor’s degree in Human Resources, Business Administration, or related field required; equivalent experience will be considered
• PREFERRED: Master's degree in Human Resources, Business Administration, Organizational Development, or related field / Industry Certifications (SHRM-CP/SCP, PHR/SPHR)
• Experience
• Required
• 8 – 12 years of progressive talent acquisition experience, including at least 5 years in a people leadership role
• Proven experience leading recruiting teams in high-volume and multi-role environments (hourly, frontline and professional roles)
• Demonstrated success implementing or optimizing ATS and recruiting technologies
• Experience leveraging recruiting metrics and analytics to drive decision making
• Strong knowledge of labor market trends, sourcing strategies and competitive hiring dynamics
• Experience designing and executing recruiting strategies aligned with workforce planning and business objectives
• Proven experience building and developing high-performing recruiting teams
• Strong professional and business acumen and ability to develop effective relationships with senior leadership
• Preferred
• Experience leading or supporting HR transformation initiatives, including system implementations (e.g. ATS rollout, process redesign)
• Experience within manufacturing, distribution, beverage, or high-volume hourly workforce environments
• Demonstrated experience utilizing AI-enabled recruiting tools (e.g. intelligent candidate matching, automated screening, predictive hiring analytics)
• Experience integrating data across HR systems (e.g. TA, ER, turnover, engagement) to provide workforce insights