Talent Acquisition Manager

About the role

Pioneer Human Services is seeking a Talent Acquisition Manager with a passion for human services. This role provides strategic leadership for enterprise recruiting and workforce acquisition across Pioneer’s statewide operations, supporting a diverse organization that includes behavioral health treatment programs, crisis stabilization, reentry services, housing, manufacturing, food services, administrative operations, and community-based programs throughout Washington State.

Responsibilities

• Strategic Leadership
  • Develop and execute the organization’s enterprise Talent Acquisition strategy aligned with organizational priorities and workforce planning.
  • Lead recruiting operations across all divisions and geographic markets throughout Washington State.
  • Establish annual recruiting objectives, performance metrics, and workforce acquisition plans.
  • Advise leadership regarding labor market trends, workforce availability, compensation competitiveness, and recruiting strategies.
  • Develop proactive recruiting plans supporting organizational growth, new programs, contract expansions, and workforce stabilization.
• Talent Acquisition Operations
  • Lead all aspects of full-cycle recruiting across clinical, behavioral health, manufacturing, administrative, food service, housing, maintenance, finance, and leadership positions.
  • Establish standardized recruiting processes, service levels, and hiring manager expectations.
  • Oversee requisition prioritization and recruiter workload management.
  • Continuously improve recruiting workflows to reduce administrative burden and increase recruiter effectiveness.
  • Ensure timely movement of candidates through each stage of the hiring process.
• Workforce Planning
  • Partner with HR Business Partners, HR Leadership, and operational leaders to forecast workforce needs.
  • Identify workforce risks and develop recruitment strategies to address anticipated shortages.
  • Support internal mobility, succession planning, and employee redeployment initiatives.
  • Develop long-range recruiting strategies for high-turnover and difficult-to-fill positions.
• Leadership
  • Lead, coach, develop, and evaluate Talent Acquisition staff.
  • Establish recruiter performance expectations and measurable outcomes.
  • Conduct regular one-on-one coaching sessions and performance reviews.
  • Foster a collaborative, customer-focused recruiting culture.
  • Develop recruiter competencies through training and mentoring.
• Recruitment Marketing & Employment Brand
  • Lead the organization’s employment branding strategy.
  • Expand community partnerships with colleges, workforce agencies, military organizations, apprenticeship programs, and community organizations.
  • Oversee recruiting events, job fairs, digital recruiting campaigns, and social media recruiting.
  • Develop innovative sourcing strategies for behavioral health and manufacturing talent.
• Candidate Experience
  • Establish enterprise standards for candidate communication and service.
  • Ensure an equitable, professional, and mission-driven candidate experience.
  • Develop structured interview processes and selection tools.
  • Improve offer acceptance rates and onboarding transition.
• Technology and Analytics
  • Serve as business owner for the Applicant Tracking System.
  • Optimize recruiting technology, automation, dashboards, and reporting.
  • Monitor key performance indicators including: time to fill, time to hire, source effectiveness, cost per hire, offer acceptance rate, hiring manager satisfaction, candidate experience, quality of hire, vacancy rate, internal mobility, and recruiter productivity.
  • Utilize workforce analytics to make strategic recruiting recommendations.
• Compliance & Risk Management
  • Ensure recruiting practices comply with federal, state, and local employment laws.
  • Maintain compliance with Fair Chance hiring requirements, Equal Employment Opportunity, Affirmative Action, OFCCP requirements (where applicable), and organizational policies.
  • Partner with HR leadership on background screening, selection practices, and hiring compliance.
  • Ensure recruiting documentation supports audit readiness.
• Organizational Partnership
  • Serve as a trusted advisor to executives and operational leaders.
  • Coach hiring managers on interviewing, selection, workforce planning, and market competitiveness.
  • Collaborate with Compensation on market pricing and offer recommendations.
  • Partner with HR Operations, Benefits, Learning and Development, and HRIS to continuously improve the hiring lifecycle.

Requirements

• Bachelor’s Degree or four (4) years of related experience in lieu of degree.
• At least seven (7) years' recruiting and applicant tracking experience.
• Three (3) years leading recruiters or talent acquisition teams.
• Experience supporting multiple business lines and geographically dispersed operations.
• Experience recruiting exempt, non-exempt, clinical, leadership, and operational positions.
• Experience utilizing Applicant Tracking Systems and recruiting analytics.
• Valid Washington driver’s license and ability to travel throughout Washington State.
• Proficient with Microsoft Word and Excel.
• Exceptional customer service skills.
• Effective written and verbal communication skills.
• Ability to remain professional and diplomatic, even in busy or stressful situations.
• Experience with maintaining confidential applicant data.

Preferred Qualifications

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience implementing recruiting technology and process improvements.
• Experience with sourcing and contacting passive candidates.
• Experience recruiting for a federal contractor; knowledge of OFCCP recruiting regulations and Affirmative Action.
• Strong appreciation for diversity, equity, inclusion, and belonging (DEIB).

Benefits

Eligible after 30 days of full-time employment (minimum of 30 hours/week):

• Medical, dental, and vision coverage.
• Flexible spending accounts (medical and dependent daycare).
• Life, AD&D, and disability insurance (after 60 days).
• Tuition assistance (100% for bachelor's, 50% for graduate programs).
• Retirement plan (3.5% annual compensation contribution, plus 3.5% match for 6% individual contribution).
• Employee recognition programs.
• Public transportation discount.
• Employee assistance program (EAP).

Pay

New hires for this position typically start between $111,706 and $148,942 annually, depending on factors such as work location, experience, qualifications, skills, competencies, internal equity, and market conditions.