Talent Acquisition Manager

Job Summary
The Talent Acquisition Manager plays a vital role in building RWB Thrift’s recruiting strength by overseeing corporate hiring, guiding recruiting strategies, and supporting leaders with the tools and insights they need to make strong hiring decisions, while driving strong frontline recruiting outcomes across the business.
As the leader of our recruiting function, the Talent Acquisition Manager oversees the recruiting coordinator, providing coaching, accountability, and support while keeping processes on track. They personally manage corporate-level recruiting, assist with other key roles or challenging markets, and lead staffing strategy for new store openings, while partnering closely with HRBPs and store leaders to ensure a strong, consistent pipeline of frontline talent across all store locations.
Success in this role calls for attention to detail, strong time management, and the ability to review recruiting data to spot trends and opportunities for improvement. It also calls for balancing strategy with execution, streamlining processes for efficiency, equipping leaders with tools and training, and bringing creative solutions to tough hiring environments. This role is focused on building scalable recruiting strategies and enabling the field, while staying connected to in-market hiring dynamics to continuously improve results.
This remote role offers the flexibility to work from home while staying closely connected to store teams through up to 25% travel. To support alignment with field operations, candidates must reside in a key market where Red White & Blue Thrift operates, such as Southern New Jersey, Tampa, Miami, Denver, Los Angeles, or San Diego, allowing for regular in-person collaboration, store visits, and field engagement.
Conversational Spanish is strongly preferred. Many of our store teams include primarily Spanish-speaking employees, and the ability to connect with and support them directly is an important part of this role.
Key Responsibilities
• Corporate Recruiting: Personally manage recruiting for corporate roles, including Regional Directors (RDs), District Managers (DMs), and General Managers (GMs).
• NSO (New Store Opening) Staffing & Coordination: Lead staffing strategy for new store openings by holding weekly alignment meetings with key stakeholders, ensuring compensation structures, position counts, posting timelines, and hiring milestones are clear and met so that new stores are fully staffed on time for opening.
• High-Volume Recruiting: Own the strategy, standards, and outcomes for high-volume hourly recruiting across the company, ensuring stores are consistently staffed to meet business needs. Partner closely with HRBPs and store leaders who drive day-to-day execution, while providing the tools, systems, and direction needed to achieve hiring goals.
• Frontline Recruiting Strategy: Develop and drive a scalable frontline recruiting strategy that reflects the realities of our workforce. Lead grassroots recruiting efforts as a core part of this role, including referrals, community partnerships, and local hiring initiatives, while tailoring approaches by market. Step in to support hiring directly in select markets to test and refine approaches, while maintaining a primary focus on building scalable systems and enabling the field.
• Leadership Hiring Support: Provide support for field leadership roles by assisting with hiring Production Managers, Retail Managers, and Transportation Supervisors when challenges arise or whenever there is capacity to contribute additional support.
• Associate-Level Support: Provide targeted support to stores facing hiring challenges by partnering with HRBPs and Field Leaders to problem-solve, drive accountability, and identify solutions for filling associate-level positions.
• Support for NSOs and Challenging Markets: Travel to new store openings, difficult markets, and key hiring events to support staffing needs, work alongside store teams, and gain a deep understanding of local hiring dynamics to inform and improve recruiting strategies.
• Data, Dashboards & Insights: Monitor, maintain, and present data on turnover, time-to-fill, applicant flow, and job posting traction. Identify trends, address challenges, and provide recommendations to improve hiring effectiveness, while providing leaders with insights that highlight progress, challenges, and opportunities for improvement.
• Recruiting Systems & Processes: Oversee recruiting systems and vendor partnerships, including ATS performance, job postings, and background checks. Partner with IT and external vendors to troubleshoot and resolve issues quickly when postings do not appear correctly on the career page, Indeed, or other external sites.
• Job Board Strategy & ROI: Utilize additional job boards or alternative posting channels when necessary, and monitor return on investment t