Sr. Talent Acquisition Manager

Role Overview
The Sr. Talent Acquisition Manager is a senior-level leader responsible for driving and overseeing the entire non-provider recruiting operation. This role extends beyond managing recruiters—it includes managing other people leaders within the talent acquisition team, ensuring the overall success of non-provider recruiting efforts, and serving as the steward of operational efficiency. The Sr. Manager leverages data-driven insights to continuously improve hiring performance, optimizes the use of recruiting tools and systems, and oversees the budget and spend associated with these resources.

Responsibilities

• Strategic Recruitment Leadership
• Develop and execute long-term talent acquisition strategies aligned with organizational growth goals.
• Partner with executive leadership to forecast hiring needs and align resources effectively.
• Establish scalable recruiting processes that support rapid, high-quality hiring.

Team & People Management

• Lead, mentor, and coach a multi-level team including recruiters, coordinators, and another recruiting manager.
• Define performance expectations and KPIs for the recruiting team; foster accountability and continuous improvement.
• Build a culture of collaboration, ownership, and professional development within the team

Operational Oversight

• Oversee the full non-provider recruiting operation, ensuring consistent achievement of hiring goals.
• Manage the day-to-day utilization, performance, and ROI of recruiting platforms (e.g., Indeed, LinkedIn).
• Oversee the budget, vendor management, and spend allocation for recruitment tools and advertising.
• Own the building, maintenance, and optimization of the applicant tracking system (ATS) to ensure efficiency and compliance.

Data-Driven Optimization

• Leverage analytics and reporting to track recruitment KPIs (time-to-fill, cost-per-hire, quality of hire, etc.).
• Use data insights to refine sourcing strategies, improve funnel efficiency, and reduce costs.
• Provide actionable dashboards and reports to senior leadership for visibility into recruiting performance.

Stakeholder & Business Partnership

• Collaborate with department heads to deeply understand hiring needs, ensuring alignment with business objectives.
• Provide consultative guidance on workforce planning, role design, and competitive hiring practices.
• Partner with Marketing to strengthen employer branding and candidate engagement strategies.

Compliance & DEI Commitment

• Ensure compliance with all labor laws and hiring regulations.
• Champion diversity, equity, and inclusion through fair and unbiased hiring practices.
• Monitor and mitigate risks associated with recruiting processes.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s degree preferred).
• 7+ years of progressive experience in talent acquisition, with at least 3+ years in a talent acquisition leadership role.
• Strong track record of building and leading high-performing recruiting teams in a fast-paced environment.
• Expertise in ATS management, recruiting tools (Indeed, LinkedIn, etc.), and recruitment marketing.
• Proficiency in leveraging data and analytics to drive decisions.
• Exceptional communication, leadership, and organizational skills.
• Strong financial acumen with experience in budget management.
• HR certifications (PHR, SHRM-CP/SCP, etc.) are a plus.

Results & Success Metrics

• Consistent achievement of hiring targets across all non-provider teams.
• Improved efficiency of the recruiting funnel through data-driven optimization.
• Effective management and cost control of recruiting tools and platforms.
• Development of strong leadership bench strength within the recruiting team.
• Measurable enhancement of employer brand and candidate engagement.
• Contribution to building a diverse, inclusive workforce that supports organizational culture and growth.