Corporate Talent Acquisition Manager

Naphcare, Inc.•Vestavia Hills, AL

1d•Onsite

About The Position

NaphCare has an excellent opportunity for a Corporate Talent Acquisition Manager to join our Corporate Headquarters in Birmingham, AL. The Corporate Talent Acquisition Manager leads a team of recruiters responsible for identifying and securing top talent for NaphCare's corporate office and traditional divisional functions. This manager brings a hands-on approach to both team management and sourcing strategy, ensuring a consistent, high-quality candidate experience while meeting the hiring demands of a large, multifaceted organization. The Corporate Talent Acquisition Manager reports to the Director of Talent Acquisition and serves as a key driver of recruiting excellence across assigned business units.

Requirements

Minimum of 7 years of progressive recruiting experience, with demonstrated success filling Executive/VP level corporate and divisional roles in a large organization.
Minimum of 2 years of experience managing or leading a team of recruiting professionals.
Strong sourcing skills with proficiency across multiple channels, including LinkedIn Recruiter, job boards, social media, and direct outreach.
Solid understanding of full-cycle recruiting processes and best practices.
Proficiency with applicant tracking systems and HR technology platforms.
Strong organizational, communication, and interpersonal skills.
Ability to manage multiple priorities and adapt quickly in a fast-paced environment.

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, or a related field preferred; equivalent experience will be considered.

Responsibilities

Recruit on C-Suite, Executive/VP level openings for the corporate office
Lead, coach, and develop a team of recruiters supporting corporate and divisional hiring across the organization.
Oversee full-cycle recruitment for a broad range of executive/corporate and operational roles, ensuring timely and quality hires.
Develop and execute proactive sourcing strategies to build talent pipelines for current and anticipated openings.
Partner with hiring managers and department leaders to understand workforce needs, role requirements, and desired candidate profiles.
Establish and monitor team performance metrics, including time-to-fill, quality of hire, and candidate satisfaction.
Drive consistent application of recruiting processes, tools, and best practices across the team.
Manage and optimize the use of applicant tracking systems (ATS), job boards, social media platforms, and other sourcing technologies.
Build and maintain relationships with external sourcing partners, staffing vendors, and professional networks.
Provide regular reporting and analysis on recruiting activity, pipeline health, and team productivity to senior leadership.
Speak knowledgeably with candidates about compensation, collaboration agreements, credentialing timelines, scheduling, and what working in a correctional setting actually looks like.