Manager, Customer Care (Talent Acquisition)

Walmart•Bentonville, AR

2d•Onsite

About The Position

The Manager, Customer Care (Talent Acquisition) is a front-line people leader responsible for translating quarterly business goals into executable hiring plans, coaching TA associates in live hiring situations, and leading hiring initiatives as structured projects. This role ensures process discipline, delivery of confidence, and consistent execution across assigned teams while building credibility with Directors and senior business leaders through preparation, follow-through, and results. Relocation to Bentonville, AR is required.

Requirements

Proven experience leading recruiting delivery in a fast-paced, high-accountability environment
Strong people leadership: coaching, calibration, performance management, and workload planning
Bachelor’s degree in business, human resources, or related field and 2 year’s experience in human resources, talent acquisition, or related area.
OR 4 years’ experience in human resources, talent acquisition or related area.

Nice To Haves

Human Resources - Professional HR (PHR) CERTIFICATION - Certification

Responsibilities

Translate quarterly business priorities into sequenced hiring plans with clear timelines and ownership.
Re-prioritize roles as demand, timelines, or capacity constraints shift.
Surface hiring risks early (market supply, interviewer capacity, unrealistic timelines) and recommend mitigations.
Keep focus on roles that materially impact business delivery.
Lead hiring initiatives, operational improvements, and priority changes as structured projects.
Coordinate TA, People Partners, and business leaders to manage dependencies and drive execution.
Track milestones, risks, and outcomes; adjust plans to maintain delivery commitments.
Provide clear status updates, decisions, and next steps to stakeholders.
Coach TA associates in live hiring situations to strengthen judgment and execution.
Deliver direct, outcome-focused feedback tied to speed, quality, and calibration.
Run structured quality reviews and interview calibrations.
Create accountability for timelines, communication, and follow-through.
Balance workloads to sustain quality and avoid burnout.
Review core hiring metrics weekly; take corrective action when performance drifts.
Identify bottlenecks across sourcing, assessment, and offer stages and drive resolution.
Ensure data accuracy and reporting discipline across assigned teams.
Use data and market insights to inform prioritization and stakeholder trade-offs.
Ensure consistent recruiting processes, system usage, and compliance.
Improve interview flow and decision speed where delays impact outcomes.
Partner on tool adoption and workflow clarity.
Implement practical process improvements that reduce friction and improve consistency.
Maintain a high-quality candidate and hiring manager experience.
Build credibility with Directors and senior leaders through consistency and preparation.
Bring clear data, practical recommendations, and informed trade-offs to discussions.
Push back respectfully when expectations are unrealistic; align on achievable plans.
Follow through on commitments and decisions.
Identify recurring skill gaps based on hiring patterns and delivery pressure.
Flag misalignment between role scope/leveling and business needs.
Highlight when hiring plans exceeds realistic team capacity.
Partner with People Partners and business leaders to clarify capability needs.

Benefits

Medical, vision and dental coverage
401(k)
Stock purchase
Company-paid life insurance
PTO (including sick leave)
Parental leave
Family care leave
Bereavement
Jury duty
Voting
Short-term and long-term disability
Company discounts
Military Leave Pay
Adoption and surrogacy expense reimbursement
Tuition, books, and fees are completely paid for by Walmart through Live Better U program for eligible associates.