TA Manager

The Talent Acquisition Manager is responsible for leading full-cycle recruiting, onboarding, and talent acquisition initiatives across the organization. This role partners with leadership to anticipate hiring needs, build strong candidate pipelines, improve hiring processes, and create a positive candidate and new hire experience. The TA Manager will also help build and lead the talent acquisition function as the organization grows.

Key Responsibilities

Recruiting & Hiring

• Partner with leadership to forecast hiring needs and establish recruiting priorities.
• Manage full-cycle recruiting for hourly, professional, leadership, and executive-level roles.
• Build proactive pipelines for high-volume and critical positions.
• Advise hiring managers on role requirements, market conditions, compensation, and hiring timelines.
• Manage offers and candidate communication throughout the hiring process.

Applicant Tracking & Hiring Process

• Develop and maintain consistent recruiting processes, interview guides, and candidate scorecards.
• Manage the applicant tracking system, including workflows, reporting, and recruiting metrics.
• Oversee job boards, recruiting vendors, and external search partners.
• Ensure hiring practices remain consistent and compliant.

Onboarding

• Manage the new hire experience from offer acceptance through orientation.
• Oversee pre-employment requirements, new hire documentation, and onboarding administration.
• Lead and continuously improve new hire orientation and training programs.
• Partner with HR and managers to create a smooth transition for new employees.

Sourcing & Talent Partnerships

• Develop sourcing strategies to attract active and passive candidates.
• Build relationships with educational institutions, community organizations, workforce programs, and other talent partners.
• Manage employee referral programs and other recruiting channels.
• Evaluate sourcing effectiveness and adjust strategies based on recruiting and retention data.

Team Leadership

• Lead, coach, and develop recruiting and onboarding team members as the function grows.
• Establish recruiting goals, service standards, and regular pipeline reviews.
• Track key metrics including time to fill, cost per hire, source of hire, offer acceptance, and retention.
• Use recruiting data to identify opportunities to improve hiring and onboarding effectiveness.