Manager, Talent Acquisition

Reports to: SVP – Human Resources

 

Cooperates with: All Departments

 

Primary Responsibility: The Manager, Talent Acquisition is responsible for developing and executing recruitment strategies that attract, engage, and hire top talent across the organization. This role leads full-cycle recruiting efforts, manages recruitment processes and systems, partners with business leaders to understand workforce needs, and drives initiatives that strengthen the company's employer brand and talent pipeline, while elevating team efficiency and consistency. Additionally, the TA Manager balances active requisition ownership with coaching, delegation, and process reinforcement, leads recruiters across locations, and overall hiring outcomes as the function continues to scale.

 

What You'll Do:

 

Talent Acquisition Strategy

• Develop and implement talent acquisition strategies aligned with organizational goals and workforce planning initiatives.
• Partner with leadership and hiring managers to identify current and future hiring needs.
• Analyze labor market trends and recommend innovative sourcing approaches.
• Create and maintain talent pipelines for critical and hard-to-fill positions.

 

Recruitment Management

• Oversee full-cycle recruitment, including sourcing, screening, interviewing, selection, offer negotiation, and onboarding coordination.
• Ensure a positive and consistent candidate experience throughout the hiring process.
• Manage recruitment workflows and ensure compliance with company policies and employment laws.
• Monitor and improve recruitment metrics, including time-to-fill, cost-per-hire, quality-of-hire, and candidate satisfaction.

 

Team Leadership

• Lead, coach, and develop talent acquisition specialists across company's various locations.
• Establish performance goals and provide ongoing feedback to recruiting team members.
• Foster a culture of accountability, collaboration, and continuous improvement.

 

Process, Systems & Metrics

• Reinforce established recruiting processes, work instructions, and compliance standards.
• Maintain and enhance recruiting tools and resources, including the ATS, SharePoint site, and Recruiting & Onboarding Tracker.
• Monitor team workload, pipeline health, and time-to-hire trends.
• Identify gaps or inefficiencies and recommend process improvements to scale the function.

 

Stakeholder Partnership

• Serve as a trusted advisor to business leaders on talent market conditions, hiring strategies, and workforce planning.

• Support workforce planning conversations by providing recruiting insights and market feedback.

• Collaborate with all departments to support talent initiatives.
• Facilitate hiring manager training with interviewing, candidate evaluation, and selection best practices.

 

Employer Branding and Candidate Engagement

• Strengthen the organization's employer brand through recruitment marketing initiatives.
• Build relationships with universities, professional associations, community organizations, and industry networks.
• Represent the company at career fairs, networking events, and recruiting campaigns.

 

Compliance and Reporting

• Ensure recruiting activities comply with federal, state, and local employment regulations.
• Maintain accurate recruiting records and reporting dashboards.
• Generate and present recruitment performance reports to leadership.

 

Qualifications:

 

Required

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 7+ years of talent acquisition or recruiting experience.
• 3+ years of leadership or people management experience.
• Strong knowledge of recruitment strategies, sourcing techniques, and selection methodologies.
• Experience using Applicant Tracking Systems (ATS) and recruiting technologies.
• Excellent communication, relationship-building, and negotiation skills.
• Strong analytical and problem-solving abilities.

 

Preferred

• Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or Talent Acquisition Specialty credentials.
• Experience supporting high-volume, technical, or multi-site recruiting environments.
• Knowledge of workforce planning and talent analytics.

 

Key Competencies

• Strategic Thinking
• Leadership and Team Development
• Stakeholder Management
• Data-Driven Decision Making
• Relationship Building
• Project Management
• Change Management
• Business Acumen
• Organized, detail-oriented, and comfortable managing competing priorities.
• Clear, direct communicator with recruiters, hiring managers, and leaders.
• Calm and solutions-focused in fast-paced environments.
• Trusted partner who leads with accountability and follow-through.

 

Success Measures

• Achievement of hiring goals and workforce plans.
• Reduction in time-to-fill and cost-per-hire.
• Improvement in candidate and hiring manager satisfaction.
• Increased quality of hire and retention rates.
• Development of strong talent pipelines for critical positions.

 

Benefits and Perks:

• Health, Dental & Vision Insurance
• Annual Bonus Program
• $350 Annual Wellness Credit
• Flexible Spending Account (FSA)
• 401k with match up to 5%
• Life insurance
• Disability insurance
• 6 days of paid sick leave annually
• 15 days PTO annually (prorated based on start date)
• $350 Production Reimbursement Program

 

Equal Opportunity: MIRATECH is an equal opportunity employer and supports a diverse and inclusive workforce. All employment practices are based on qualification and merit, without regards to race, color, national origin, ancestry, religion, age, sex, gender identity, sexual orientation or preference, marital status or spousal affiliation, physical or mental disability, medical conditions, pregnancy, status as a protected veteran, genetic information, or citizenship within the limits imposed by federal laws and regulations.