Sr. Manager, Talent Acquisition

Worker Type

Regular

Job Description

 

Summary

The Senior Manager, Talent Acquisition will serve as the deputy leader of the Talent Acquisition function, reporting directly to the Senior Director of Talent Acquisition. In this role, you will be responsible for overseeing the execution of daily recruiting operations, managing a team of recruiters, and ensuring high-quality, efficient hiring processes across all business functions. You will act as a key operational leader, helping to enforce standards, ensure compliance, and support the Sr. Director in achieving department goals. This is a highly visible, execution-focused role that requires strong leadership, attention to detail, and the ability to drive results in a fast-paced environment.

Key Responsibilities

• Lead and manage a team of Talent Acquisition professionals to execute full-cycle recruiting activities across business units.
• Carry a small requisition load of high level or high visibility positions
• Ensure recruiting processes are consistently followed and aligned with company policies and legal requirements.
• Monitor and enforce operational recruiting standards, timelines, and candidate experience benchmarks.
• Partner with HR and business leaders to coordinate recruiting activities, interview processes, and hiring decisions.
• Use applicant tracking systems (ATS) and sourcing tools to track hiring progress and ensure accurate documentation and compliance.
• Address escalations, provide guidance to recruiters, and troubleshoot challenges during the hiring process.
• Coach and mentor team members to ensure high performance and professional growth.
• Assist the Sr. Director with reporting on key hiring metrics (e.g., time-to-fill, pipeline activity, quality of hire).
• Support the coordination of recruiting events, campus hiring programs, and employer branding initiatives as directed.
• Help drive process improvements and implement new tools or systems under the direction of the Sr. Director.
• Fill in for the Sr. Director in key meetings or communications when needed.

Required Qualifications

• Bachelor’s degree in Human Resources, Business, or related field; or equivalent experience.
• 8–10+ years of experience in talent acquisition, recruiting, or HR.
• 3–5+ years of experience managing recruiting teams or leading recruiting operations.
• Demonstrated experience in full-cycle recruiting for a variety of functions, including technical and non-technical roles.
• Strong proficiency with applicant tracking systems (Workday preferred) and sourcing platforms (LinkedIn, Indeed, etc.).
• Proven ability to manage day-to-day recruiting operations and enforce process compliance.
• Comfortable working under pressure in a deadline-driven, high-volume environment.
• Excellent communication, interpersonal, and team leadership skills.
• Strong organizational skills and attention to detail.

Preferred Qualifications

• Prior experience as a deputy or second-in-command in a recruiting or HR function.
• Background in both in-house and agency recruiting environments.
• Experience working with diverse and geographically dispersed teams.
• Familiarity with compliance and audit readiness for recruiting processes.
• Experience supporting talent programs such as internal mobility, referral programs, or recruiting operations.

Physical Demands

• Ability to work in an office or remote environment.
• Frequent use of a computer and telephone; prolonged periods of sitting and typing.

The salary range for this role is:

$148,891 - $211,365

AeroVironment considers several factors when extending an offer, including but not limited to, the location, the role and associated responsibilities, a candidate’s work experience, education/training, and key skills.

ITAR Requirement:

This position requires access to information that is subject to compliance with the International Traffic Arms Regulations (“ITAR”) and/or the Export Administration Regulations (“EAR”). In order to comply with the requirements of the ITAR and/or the EAR, applicants must qualify as a U.S. person under the ITAR and the EAR, or a person to be approved for an export license by the governing agency whose technology comes under its jurisdiction. Please understand that any job offer that requires approval of an export license will be conditional on AeroVironment’s determination that it will be able to obtain an export license in a time frame consistent with AeroVironment’s business req