Manager of Talent Acquisition

Versiti, Inc.•Milwaukee, WI

About The Position

The Manager, Talent Acquisition is a people leader and operational owner responsible for delivering consistent, high-quality recruiting outcomes through team leadership, workforce planning, and disciplined execution of Talent Acquisition (TA) standards. This role translates organizational hiring priorities into clear expectations, capacity plans, and measurable team results across a team of recruiters. This role reports to the Director, Talent Acquisition, and is accountable for team performance, capability development, process governance, and stakeholder partnership while advancing a Human-Centered Talent Acquisition approach that prioritizes dignity, transparency, and trust for candidates, hiring leaders, and recruiting team members. The Manager collaborates closely with Talent Acquisition Project and Program Managers to ensure initiatives, systems, and programs are successfully adopted and sustained.

Requirements

Bachelor's Degree in Human Resources, Business or related field required
Minimum of 5 years progressive Talent Acquisition experience required
Strong communication skills, stakeholder management, and sound judgement skills; ability to communicate professionally and effectively to all levels of the organization (written, verbal, and presentations) required
Demonstrated people leadership skills grounded in empathy, fairness and accountability. required
Data informed decision making with attention to human and business outcomes. required
Strong understanding of recruiting: recruitment principles, compensation, HRIS, operations and compliance. required
Strong customer service focus with ability to determine customer needs and respond appropriately. required
Strong organizational, analytical, and interpersonal skills and exceptional attention to detail. required
Ability to work independently, with sound problem solving, prioritization, and critical thinking skills. required
Ability to maintain a high level of confidentiality. required

Nice To Haves

5 years of people leadership experience preferred
Project management, system integration and implementation experience preferred
Experience leading recruiting operations and working in matrixed environments preferred
Experience in Healthcare, highly regulated or related field preferred
PHR or SHRM-CP preferred
AIRS certifications (CASR,RLC, etc.) preferred
Ceridian/HRIS experience preferred.
iCIMS/ATS experience preferred.
TA System experience (Candidate Relationship Management, Candidate Assessment, etc.) preferred

Responsibilities

Lead, coach, and develop recruiters with a focus on psychological safety, clarity of expectations, and sustainable performance.
Set expectations aligned to TA Career Ladder and metrics to reinforce fair, consistent performance standards.
Conduct regular performance, feedback, and development conversations that support growth and accountability.
Model leadership behaviors that promote a culture of respect, trust, and learning.
Ensure recruiting practices are transparent and respectful throughout the candidate lifecycle.
Champion candidate experience standards that balance efficiency with human connection.
Guide recruiters to apply judgment, empathy, and ethical decision making in complex or sensitive hiring situations.
Partner with TA Leadership to advance human centered hiring practices.
Own TA operations and compliance within assigned scope.
Reinforce standards for intake quality, candidate experience, communication, and documentation.
Ensure adoption of ATS, CRM, and TA systems while minimizing friction for recruiters and candidates.
Serve as escalation point rather than primary requisition owner.
Partner with TA Project & Program Manager on system and process implementations, representing recruiter and candidate perspectives.
Collaborate with TA Project & Program Manager to operationalize and sustain enterprise TA programs.
Reinforce behavior change adoption and consistent execution across the recruiting team.
Partner with service line leaders to forecast hiring demand and prioritize work based on business impact and candidate experience.
Translate demand into capacity and workload plans that support quality and sustainability.
Proactively manage delivery risk and prioritization of competing priorities.
Own team level recruiting metrics and reporting.
Analyze trends and guide improvements in quality, efficiency, and experience.
Partner with TA leadership to measure human and business impact of initiatives.
Serve as trusted TA advisor to hiring and service line leaders.
Set expectations and reinforce shared partnership and accountability.
Performs other duties as required or assigned which are reasonably within the scope of the duties in this job classification
Understands and performs in accordance with all applicable regulatory and compliance requirements
Complies with all standard operating policies and procedures