Manager, Talent Acquisition

Job Summary:

Leads the organization’s talent acquisition function by directing full cycle recruitment, executing strategic recruitment plans, managing external partnerships and key metrics, and guiding the TA team to deliver efficient, high quality, and compliant hiring outcomes aligned with business needs.

Job Description:

• Leads and oversees the full recruitment lifecycle by directing all hiring stages, ensuring optimal use of recruitment strategies and systems, maintaining strict adherence to hiring policies and labor regulations, and validating applicant reviews and background checks to deliver efficient, high‑quality, and compliant hiring outcomes across the organization.

• Develops and executes the organization’s talent acquisition strategy by partnering with department leaders to understand current and future workforce needs, ensuring proactive alignment of hiring plans with business priorities and sustained access to high‑quality talent.

• Oversees relationships with external talent acquisition partners—including staffing agencies, advertising platforms, and other vendors—to strengthen talent pipelines, enhance employer branding, and support events and partnerships that ensure a consistent flow of high‑quality candidates.

• Leads, mentors and develops Talent Acquisition team members by providing coaching, setting performance expectations, and fostering accountability to improve capability, engagement, and productivity.

• Develops and manages talent acquisition budgets to allocate resources effectively and meet operational targets.

• Establishes and tracks key recruitment KPIs—including time‑to‑fill, cost‑per‑hire, quality of hire, and candidate experience—by applying measurement methods aligned with departmental targets to identify trends and drive continuous improvement and overall effectiveness.

• Leads, models and ensures consistent application of policies and regulatory standards across teams to support ethical operations and mitigate compliance risks.   

• Leads and validates the planning and execution of restoration and emergency preparedness activities to strengthen operational resilience and response capacity.

• Assumes and oversees expanded duties aligned with organizational priorities and professional scope to drive departmental effectiveness and strategic alignment.

Additional Job Description:

Education

• Bachelor's degree in Human Resources, Marketing, Business Administration, Organizational Psychology, or related field from an accredited school.

• Master’s degree in Human Resources Management (preferred)

Experience

• 5 years' experience in recruiting for various positions and levels, including technical and non-technical roles with at least 3 years' overseeing employees directly, leading teams, budgets and projects in a Supervisor role.

• Experience managing day-to-day operations, teams, defining work plans and achieving departmental objectives.

• Experience in working with applicant tracking systems (ATS) and HRIS platforms, as well as leveraging diverse recruitment channels such as job boards, social media, and professional networks to source talent.

Additional education may substitute for the required experience when it aligns with the competencies and knowledge necessary for the role:

• Master’s degree in a relevant field may substitute when accompanied by a minimum of 3 years of experience performing related functions and at least 2 years in a manager role.

Competencies (Skills)

• Strategic Talent Acquisition: Demonstrates the ability to design and execute recruitment strategies aligned with organizational workforce needs.

• Data-Driven Decision Making: Uses metrics and analytics to evaluate performance, identify trends, and drive continuous improvement.

• Stakeholder Partnership: Builds strong, collaborative relationships with leaders to understand business priorities and support workforce planning.

• External Relations Management: Effectively manages external partners and sources to strengthen talent pipelines and optimize recruitment outcomes.

• Team Leadership and Development: Guides, coaches, and develops team members to enhance capability, accountability, and performance.

Licenses/Certifications

• Required: Valid driver’s license

• Preferred: Professional certification in Human Resources, such as PHR or SHRM, CP.

Travel Requirements

• Yes

• Percent of time: 30%

Physical Demands:

• Stationary Position: Constantly

• Pushing/ Pulling/ Reaching: Occasionally

• Kneel: Seldom

• Grab: Occasionally

• Bend: Seldom

• Lift/Carry over: 16 to 35 pounds

Working Conditions:

• Wet or humid: Seldom

• Working near or on moving mechanical parts: Never

• Working near or on heavy machinery: Never

• Working in high places: Never

• Exposed to fumes or airborne particles: Never

• Frequency of working in outdoor weather conditions: Seldom

• Work with electricity: Never

• Loud noise conditions: Seldom

LUMA Energy is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, military status, disability, or any other characteristic protected by federal or local laws.