Talent Acquisition Manager, Hourly

About the role

The Talent Acquisition Manager, Hourly leads Towne’s hourly recruiter team, turning strategic workforce planning into action across every market we serve. This role coaches and develops a team of Hourly Recruiters, sets the standard for how we build local relationships and partner with hiring managers, and ensures every market has the pipeline it needs to grow. It’s a role built on clarity and confidence: measurable hiring outcomes, warm and genuine partnerships, and a forward-looking approach that keeps Towne’s talent pipeline strong. From coaching a recruiter through their first big search to advising senior leaders on workforce strategy, this role turns everyday recruiting into Towne’s next WOW moment.

Responsibilities

• Team Leadership & Development (20% of time): Lead, coach and develop a team of Talent Acquisition Specialists, setting clear goals and providing ongoing feedback and professional growth opportunities.
• Strategic Workforce Planning & Business Partnership (25% of time): Partner with senior hiring managers and regional or business leaders to translate long-range workforce needs into proactive recruitment strategy across assigned markets.
• Recruitment Program Oversight (20% of time): Own end-to-end recruitment operations for assigned markets, ensuring specialists execute full-cycle recruiting that meets quality, time-to-fill and cost targets.
• Local Market & Community Relationship Strategy (15% of time): Guide and expand the team’s local talent pipeline efforts, including community organizations, schools and workforce agencies, ensuring consistent, sustainable relationships across markets.
• Employer Brand & Talent Marketing (8% of time): Champion Towne’s employer brand strategy, representing Towne at key community and industry events and overseeing the team’s participation in career fairs.
• Recruitment Analytics & Reporting (7% of time): Analyze and report recruiting metrics and trends to leadership, using data to refine strategy and specialist performance.
• Cross-Functional Collaboration & Compliance (5% of time): Partner with HR leadership, Operations and Legal to ensure compliant, consistent recruiting practices across the organization.

Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration or a related field required; Master’s degree or equivalent advanced coursework preferred. Equivalent combination of education, training