Talent Acquisition Manager, Salary

About the role

The Talent Acquisition Manager, Salary leads the team that fills Towne’s field leadership roles across every region. This role coaches and develops a team of Recruiters, sets the standard for assessing and selecting leaders who can run a location, grow an account and build a team, and ensures Towne always has a ready bench of Operations leaders. It involves judgment‑driven, capability‑based assessment, candid partnership with senior leaders, and a clear view of where Towne’s next leaders will come from.

Responsibilities

• Team Leadership & Development (20% of time): Lead, coach and develop a team of Recruiters focused on management hiring; set clear goals, calibrate assessment quality and provide ongoing feedback and growth opportunities.
• Leadership Workforce Planning & Executive Partnership (20% of time): Partner with regional operations leaders and HR Business Partners to forecast leadership needs from growth, new site openings, promotions and turnover; translate them into a proactive hiring plan across all regions.
• Leadership Search Oversight & Candidate Assessment (20% of time): Own end‑to‑end recruitment for salaried management roles, ensuring partners run structured, consistent searches – including confidential searches – that meet quality‑of‑hire, time‑to‑fill and cost targets; personally lead Director‑level and other critical searches.
• Talent Pipeline, Sourcing & Succession Strategy (15% of time): With the Sourcer and TA Program Manager, build proactive external pipelines of proven operations leaders through market mapping, industry networks and referrals; integrate internal succession candidates into every search.
• Selection Process & Hiring Manager Capability (10% of time): Own Towne’s field leadership selection process – structured interview guides, capability‑based assessments, panel interviews and debriefs anchored in Towne’s Leadership Capabilities – and equip hiring managers to interview and select leaders consistently.
• Recruitment Analytics & Reporting (8% of time): Analyze and report leadership hiring metrics – time‑to‑fill, internal fill rate, offer acceptance, source effectiveness and first‑year retention of new leaders – to senior leadership, using data to refine strategy and partner performance.
• Cross‑Functional Collaboration & Compliance (7% of time): Partner with HR leadership, Compensation, Operations and Legal to ensure compliant, consistent hiring practices for salaried roles, including offer approvals, background checks, relocation and hiring from competitors.

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 and/or experience will be considered in lieu of a degree.
• Licensure/Certification: No specific licensure or certification is required. PHR, SHRM‑CP, or SHRM‑SCP certification is preferred, though not required.
• Work Experience: Minimum of 7 years of full‑cycle recruiting experience, including at least 3 years recruiting salaried, multi‑unit or senior management roles and at least 2 years in a recruiting leadership or supervisory capacity, ideally within hospitality, healthcare, commercial real estate or another multi‑site service industry. Proven track record leading a team of recruiters through management‑level and confidential searches, and advising senior operations leaders on hiring decisions, bench strength and succession across multiple regions.

Skills

• Proven leadership and coaching skills; ability to build, motivate and develop a team of Recruiters while acting as a trusted advisor to executive and regional leaders on leadership hiring, bench strength and succession.
• Deep expertise assessing leadership talent – structured, capability‑based interviewing, behavioral assessment and calibrated debriefs – with judgment to distinguish a strong operator from a strong interviewer.
• Skilled at coaching and developing recruiters; ability to set goals, provide feedback, calibrate assessment quality and manage performance.
• Strong executive‑level communication and influencing skills; comfortable advising, and when necessary challenging, senior leaders on candidate slates, selection decisions, offers and role design.
• Proficiency with applicant tracking systems (ATS), candidate relationship management (CRM) and recruiting analytics tools, and advanced sourcing platforms such as LinkedIn Recruiter; experience building talent maps and passive‑candidate pipelines for management roles.
• Experience managing search budgets and retained and contingent agency relationships, and structuring and negotiating salaried offers, including base, bonus and relocation, in partnership with Compensation.
• Working knowledge of employment law and compliance requirements for salaried hiring, including EEO, ADA, FLSA exemption classification, background checks and non‑compete and non‑solicitation considerations.
• Discretion and sound judgment handling confidential searches, internal promotions and leadership transitions.

Benefits

• Medical, dental, and vision insurance
• Accident insurance, critical illness insurance, hospital indemnity insurance, and telemedicine benefits
• Company‑paid basic life and AD&D insurance
• Short‑term and long‑term disability
• 401(k) retirement savings plan
• Paid Time Off: accrual of 0.0654 hours per hour worked up to a maximum of 136 hours per calendar year
• 6 paid holidays per calendar year
• Up to 4 paid floating holidays per calendar year

Pay

• Annual base pay range: $128,000 – $141,000
• Eligibility for annual incentive bonuses based on job classification and policy guidelines

Schedule

• Paid Time Off accrual: 0.0654 hours per hour worked (max 136 hours/year)
• 6 paid holidays per year
• Up to 4 paid floating holidays per year
• Travel of up to 20% may be required