Talent Acquisition Manager

About the role

The Talent Acquisition Manager is a hands-on, recruiting leader responsible for both the day-to-day staffing needs of the organization and the leadership of the Talent Acquisition team. This role requires someone who is equally comfortable recruiting and leading. The Talent Acquisition Manager will actively manage requisitions, source and engage candidates, partner closely with hiring managers, and help ensure critical positions are filled in a timely and thoughtful manner. At the same time, this individual will lead, coach, and support a team of recruiters. Success in this role requires the ability to recognize that recruiters may have different styles, strengths, and approaches and to adapt leadership and coaching accordingly while supporting clear expectations, accountability, consistency, and strong results. The Talent Acquisition Manager will serve as a trusted partner to leaders throughout the organization and will continuously look for ways to strengthen recruiting practices, candidate experience, technology, processes, and the Shields employer brand.

Responsibilities

• Serve as a working recruiting manager, supporting an active requisition load and directly supporting the organization’s daily and high-priority staffing needs.
• Manage the full-cycle recruiting process, including sourcing, candidate outreach, screening, interviewing, offer management, and hiring coordination.
• Partner closely with hiring managers and operational leaders to understand current and expected staffing needs, establish recruiting priorities, and develop effective sourcing strategies.
• Lead, coach, develop, and support the Talent Acquisition team while proving clear performance expectations and accountability.
• Adapt leadership and coaching approaches to effectively support recruiters with different experience levels, recruiting styles, strengths, and development needs.
• Regularly review recruiting workloads, priorities, and pipelines and adjust resources as needed to meet changing business demands.
• Develop a strong understanding of the operational needs of the organization and proactively identify recruiting challenges, opportunities, and potential staffing gaps.
• Build and maintain pipelines and networks of qualified candidates through proactive sourcing and market research.
• Identify and experiment with innovative approaches to candidate sourcing and talent attraction.
• Create positive, professional, and consistent candidate experience throughout the recruitment process.
• Build strong, consultative relationships with hiring managers and leaders across the organization.
• Provide guidance with hiring managers about recruiting strategy, candidate availability, market conditions,