Manager, Talent Acquisition

RxSight, Inc.•Aliso Viejo, CA

3h•$110,000 - $130,000

About The Position

As the Manager of Talent Acquisition, you will be responsible for overseeing the recruitment team and managing all aspects of the recruitment process. Working closely with the Vice President, Global HR & People Operations, you will play a key role in developing and implementing recruitment strategies, sourcing, and screening candidates, and ensuring a positive candidate experience using Key Performance Indicators. This position is also responsible for implementing process improvement and establishing all the Talent Acquisition policies and procedures in eQMS for the United States and OUS. This position offers an exciting opportunity for an experienced talent acquisition professional to lead a team and contribute to the growth and success of our organization.

Requirements

Strong understanding of recruitment best practices, techniques, and technologies.
Excellent communication and interpersonal skills, with the ability to effectively interact with candidates, hiring managers, and team members.
Detail oriented with strong organizational and time management skills.
Ability to work independently and collaboratively in a fast-paced environment.
Proficiency in all Microsoft Office applications as well as Smartsheet.
Ability to troubleshoot, identify improvements, and make simple decisions independently.
Must have a high degree of dependability.
Strong analytical and problem-solving skills.
Proficiency in HR systems, applicant tracking systems, HR management systems.
Must be detail-oriented and customer service focused.
Experience in using Linkedin Recruiter to proactively source candidates.
A keen understanding of the requirements for each role in the company.
Bachelor's degree in human resources management, or similar preferred.
5-7 years of experience as a Talent Acquisition Specialist, recruiter or similar.
Prior experience of managing a Talent Acquisition team of 2-5 members.
Training to be completed per the training plan for this position as maintained in the document control system.
The training requirements on TRN-10007 Insider Trading Policy, TRN-10008 Global Anti-Bribery and Anti-Corruption Policy and TRN-10009 Code of Business Conducts and Ethics must be diligently completed within 15 days from the hiring date and on an annual basis.
Multiple working knowledge of Excel, Word and Smartsheet are expected to be on the Moderate level.
Knowledge of Applicant Tracking Systems and recruiting platforms as well as social media.

Nice To Haves

Certification obtained from the HRCI, SHRM, or similar would be advantageous.
HR Certification preferred.

Responsibilities

Provide leadership, guidance, and support to the recruitment team, including hiring, training, performance management and development of team members.
Develop and implement effective and most cost-effective recruitment strategies aligned with organizational goals and talent needs.
Own the development and execution of the organization's recruitment marketing and employer branding strategy, including career site content, social media presence, job postings, and messaging that authentically showcases company culture and value proposition to attract and engage top talent.
Manage the budgeted headcount and work closely with the Financial Planning department in headcount reconciliation. Evaluate and assign open positions to the recruiting team.
Establish and continuously evaluate the organization's sourcing strategy across job boards, social media, networking, and referral channels, ensuring the team has the tools and guidance to build strong, diverse candidate pipelines.
Establish and standardize the organization's interview process, including structured interview guides, scheduling efficiency standards, and interviewer training, to ensure a consistent and positive candidate experience across the team.
Set the standards and framework for candidate evaluation, coaching the team on qualification assessment and calibrating recommendations to hiring managers to ensure consistency and quality across all open positions.
Establish offer approval processes and compensation guardrails, providing guidance and approval on offer terms and negotiations, with direct involvement in senior level or exception offers.
Personally own and manage full cycle recruitment for executive and senior leadership level searches, ensuring appropriate confidentiality, stakeholder management, and candidate experience given the sensitivity and visibility of these roles.
Manage an active requisition load as needed to support the team during periods of high volume, coverage gaps, or open headcount, ensuring hiring timelines and candidate experience are not disrupted.
Build and maintain a talent pipeline of qualified candidates for current and future job opportunities, keeping candidates engaged and informed about potential career opportunities within the organization. Investigate the creation of a talent database on our career page.
Identify opportunities to streamline and improve the recruitment process, including the implementation of new tools, technologies, sources, and best practices.
Manage the continued enhancement of the company's applicant tracking system to enable streamlined and automated processes and provide access to data analytics for evaluating and assessing progress and outcomes.
Track recruitment metrics, including time to fill, cost per hire, and candidate satisfaction as well as providing metrics to management to evaluate recruitment effectiveness and identify areas for improvement.
Ensure compliance with all relevant laws and regulations governing the recruitment process, including equal opportunity (EEO) requirements.
Develop and maintain relationships with external staffing agencies to support hiring for selected, specialized, and hard to fill positions across temporary, direct hire, and other workforce solutions.
Lead, motivate, and supervise a team of talent acquisition specialists, coordinators, and recruiters.
Provide guidance, direction, and support to team members, ensuring alignment with department goals and objectives.
Conduct regular performance evaluations, offer constructive feedback, and identify opportunities for professional development.