Corporate Talent Acquisition Manager

Hilmar Cheese Company Inc.•Hilmar, CA

1d•$119,409 - $179,114

About The Position

The Corporate Talent Acquisition Manager leads Hilmar Cheese Company’s enterprise-wide talent acquisition strategy and recruiting operations across California, Texas, and Kansas. The role attracts and hires talent across hourly manufacturing, skilled trades, engineering, technical, professional, leadership, and executive positions. As a member of the Human Resources Leadership Team, the manager develops a high-performing Talent Acquisition team, strengthens the employer brand, promotes consistent and effective recruiting processes, and partners with senior leaders to align talent strategies with workforce planning and long-term business needs. The position oversees full-cycle recruiting, sourcing, recruiting systems, vendors, and external talent partners. It establishes recruiting processes and service standards, uses technology and analytics to improve hiring, and guides employment branding and early-career programs. The manager also advises business leaders on talent strategy, labor markets, workforce planning, and emerging talent needs while contributing to enterprise HR priorities. The work is primarily performed in an office environment and is characteristic of a mostly sedentary role. The employee is responsible for understanding their role in the manufacture and distribution of safe, wholesome, high-quality products.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
At least 8 years of progressive talent acquisition experience, including leadership responsibility within a multi-site organization.
Demonstrated success recruiting across manufacturing, operations, engineering, technical, professional, and leadership functions.
Experience leading recruiting teams, developing workforce planning strategies, establishing recruiting metrics, and implementing process improvements.
Experience overseeing employment branding, university relations, internship, and early-career strategies.
Experience partnering with senior leaders on talent strategy, organizational growth, and workforce planning.
Strong leadership, coaching, team development, and stakeholder relationship skills, with the ability to influence and build credibility at all levels.
Expertise in talent acquisition strategy, sourcing methodologies, labor market analysis, workforce planning, recruiting technologies, applicant tracking systems, talent analytics, and employment branding.
Strong business acumen, analytical, project management, change management, communication, and process improvement skills.
Ability to balance strategic leadership with operational execution in a fast-paced environment.

Nice To Haves

Experience leading talent acquisition strategy across multiple locations and diverse business functions within a manufacturing or industrial environment.
Demonstrated success using recruiting analytics, labor market intelligence, and workforce data to influence business decisions and improve hiring outcomes.
Experience implementing recruiting technology, automation, and scalable processes to improve efficiency, consistency, and candidate experience.
Proven ability to build strategic talent pipelines through employer branding, university partnerships, and early-career development programs.
Experience influencing senior leaders and driving cross-functional initiatives in a complex, multi-site organization.

Responsibilities

Develop and execute enterprise-wide talent acquisition strategies and recruiting operations to meet current and future workforce needs across Hilmar locations and job levels.
Lead, coach, and develop the Talent Acquisition team, including the Early Careers & University Relations Manager; establish performance expectations, development plans, succession strategies, and a culture of accountability, collaboration, and continuous improvement.
Partner with HR Business Partners, Compensation, hiring managers, and senior leaders to align recruiting priorities with business goals, workforce plans, organizational growth, job architecture, market competitiveness, and internal mobility opportunities.
Oversee full-cycle recruiting and proactive talent sourcing for hourly manufacturing, skilled trades, engineering, technical, professional, leadership, and executive positions, ensuring a consistent candidate experience and strong hiring manager partnerships.
Establish standardized recruiting processes, workflows, tools, and service standards across locations, using technology, automation, and process improvement to improve efficiency, scalability, and consistency.
Develop and monitor recruiting metrics, dashboards, and analytics, including time-to-fill, quality of hire, source effectiveness, recruiter productivity, candidate experience, and hiring manager satisfaction; use labor market intelligence and workforce data to inform decisions and recommendations.
Lead employment branding and talent attraction in partnership with Marketing, Communications, and business leaders, including recruitment campaigns, social media, and community, educational, and industry partnerships.
Provide strategic direction and oversight for Early Careers & University Relations through the Early Careers & University Relations Manager, aligning programs with workforce plans and business priorities and evaluating internships, co-ops, scholarships, university relations, and workforce development programs.
Build and maintain partnerships across Human Resources, Operations, Engineering, Finance, and business leadership; advise on talent strategy, labor market conditions, workforce planning, and emerging talent needs.
Oversee recruiting systems, vendor relationships, recruiting agencies, and external talent partners, ensuring compliance with applicable employment laws, regulations, and company policies.
Contribute to enterprise HR strategy and organizational priorities as an active member of the Human Resources Leadership Team, providing data-driven insights and strategic recommendations to support business outcomes.
Understand and fulfill the employee’s role in the manufacture and distribution of safe, wholesome, and high-quality products.