Talent Acquisition Manager

Accountabilities

• Lead North American recruitment strategy: Develop and execute talent acquisition strategies across the United States and Canada, ensuring alignment with business priorities, workforce requirements, and organizational goals.

• Build strategic stakeholder partnerships: Collaborate with operations leaders, hiring managers, and business units to understand recruitment needs and deliver effective, timely hiring solutions.

• Drive recruitment innovation: Introduce modern sourcing strategies, emerging technologies, and innovative recruitment practices to improve candidate engagement, hiring efficiency, and overall effectiveness.

• Balance strategic leadership with execution: Provide direction for the recruitment function while remaining actively involved in critical searches, complex hiring requirements, and day-to-day recruitment challenges.

• Lead and develop the team: Manage two direct reports, establish clear performance expectations, encourage collaboration, and foster continuous professional development.

• Leverage recruitment analytics: Establish and monitor key performance indicators, analyze hiring trends, and implement data-driven improvements to time-to-fill, quality of hire, and sourcing effectiveness.

• Optimize recruitment technology: Maximize the effectiveness of applicant tracking systems, digital sourcing platforms, professional networks, and other recruitment tools.

• Manage external recruitment partners: Oversee recruitment vendors, maintain productive agency relationships, and develop an external recruiter network to support specialized and hard-to-fill positions.

• Enhance the candidate experience: Promote consistent, professional, and engaging interactions throughout the recruitment lifecycle.

• Support workforce planning: Partner with business leaders to anticipate hiring needs, identify skills gaps, and develop proactive talent acquisition strategies.

• Standardize and improve processes: Evaluate existing recruitment practices and implement scalable, consistent processes across North American operations.

Requirements

• Talent acquisition leadership: At least five years of experience in talent acquisition management, with demonstrated responsibility for leading recruitment teams, strategies, or functions.

• Regional recruitment experience: Experience supporting multiple business units, locations, or regions; cross-border recruitment experience across North America is highly desirable.

• Industry knowledge: Experience in manufacturing or another complex, operations-driven environment is preferred.

• Recruitment technology expertise: Strong knowledge of applicant tracking systems, online recruitment platforms, digital sourcing tools, professional networks, and contemporary talent acquisition practices.

• Stakeholder management: Proven ability to build trusted relationships with operations leaders, hiring managers, and business stakeholders.

• Vendor management: Experience overseeing recruitment agencies, managing external vendors, and developing effective relationships with external recruiters.

• Data-driven decision-making: Ability to interpret recruitment metrics, identify trends, and translate insights into measurable improvements.

• Strategic and operational capability: Confidence balancing long-term workforce planning and recruitment strategy with hands-on support for critical hiring needs.

• Leadership and communication: Strong people management, communication, influencing, problem-solving, and change-management skills.

• Education: A bachelor's degree is preferred but not required; equivalent professional experience and demonstrated achievements are equally considered.

• Location requirements: Must reside and work within the Eastern or Central Time Zone. Candidates based in other U.S. time zones are not eligible.

Benefits

• Competitive base salary: $150,000–$165,000 annually, depending on qualifications and experience.

• Performance-based bonus: Eligibility for an annual bonus of up to 20% of base salary.

• Remote work: Fully remote working arrangement, subject to the specified Eastern or Central Time Zone residency requirement.

• Travel expenses covered: Transportation and lodging provided for the initial one-month acclimation period at the corporate office in Ohio, as well as for future business travel.

• Manageable travel commitments: Approximately four to six trips per year after the initial acclimation period.

• Leadership opportunities: Direct management of two team members, with the opportunity to build and develop a high-performing recruitment function.

• Strategic influence: The chance to shape talent acquisition strategy, introduce innovative recruiting practices, and influence workforce planning across a North American organization.

• Career development: Opportunities to drive continuous improvement, strengthen leadership capabilities, and make a measurable impact on organizational growth.