Manager, Talent Acqusition

Marine Hydraulics International, LLC•San Diego, CA

23h•$106,005 - $125,000•Onsite

About The Position

Vigor Marine CM San Diego, a Vigor Marine Group company, builds on the proud legacy of Continental Maritime of San Diego (CMSD) to stand as a vital force on San Diego’s working waterfront. As a certified Master Ship Repair Contractor for the U.S. Navy, our skilled professionals have successfully completed hundreds of ship repair and modernization projects for the Navy and Military Sealift Command. We perform maintenance and modernization on all classes of major surface vessels, including CVN, CG, and DDG, as well as amphibious ships such as LHD, LHA, LSD, LPD, and auxiliary ships. Our work spans a full range of Combatant, Hull, Mechanical and Electrical, and Habitability systems, supporting the readiness and mission success of the U.S. Fleet. The Talent Acquisition Manager leads and actively participates in the organization’s recruitment efforts, managing full-cycle talent acquisition activities, across all levels of the organization, from entry-level positions to senior leadership roles, while overseeing daily recruiting operations. This role serves as a working manager responsible for sourcing, recruiting, and hiring qualified candidates while also guiding and supporting the work of talent acquisition team members across the enterprise. The position partners with hiring managers, HR leadership, and operational leaders to understand workforce needs and execute effective recruitment strategies that support business objectives. The Talent Acquisition Manager ensures recruitment practices are efficient, compliant, and aligned with the organization’s values and workforce priorities. In addition to direct recruiting responsibilities, the role supports broader talent management efforts by strengthening talent pipelines, supporting workforce development partnerships, and helping ensure a strong candidate and new hire experience across the organization.

Requirements

Demonstrated expertise in full-cycle recruitment including sourcing, screening, interviewing, and candidate selection across roles ranging from entry-level to senior-level management.
Advanced level of understanding in recruiting strategies for technical, production, and professional roles.
Knowledge of employment laws and regulatory requirements related to recruitment including Equal Employment Opportunity and Affirmative Action compliance.
Ability to manage an average of 10 to 15 active requisitions simultaneously while maintaining strong attention to detail and organization.
Experience using applicant tracking systems and recruiting technologies to manage hiring workflows.
Strong interpersonal and communication skills with the ability to build relationships with hiring managers, candidates, and external partners.
Ability to analyze recruiting data and metrics to improve hiring outcomes.
Comfortable working in a dynamic environment where workforce needs may shift based on operational demands.
Ability to maintain confidentiality and exercise sound judgment when handling sensitive information.
Bachelor’s degree in human resources, business, or a related field preferred.
Minimum seven (7) years of experience in talent acquisition or recruitment.
Minimum three (3) years of experience supervising or leading recruiting staff required.

Nice To Haves

Experience recruiting within industrial, manufacturing, shipbuilding, construction, or similarly complex operational environments preferred.
Experience working in regulated or federal contractor environments is highly desirable.
Professional certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR are valued but not required.

Responsibilities

Leads and actively participates in full-cycle recruitment activities including sourcing, screening, interviewing, selection, and offer management for a variety of positions across the organization ranging from entry-level roles to senior-level management.
Manages an active requisition workload of approximately 10 to 15 open requisitions simultaneously while overseeing the progress of open positions across the recruiting team to ensure timely hiring outcomes.
Partners with hiring managers to define job requirements, develop effective recruitment strategies, and identify the skills and competencies required for success.
Guides hiring managers through interview planning, candidate evaluation, and hiring decisions to ensure fair, consistent, and effective hiring practices.
Ensures a positive candidate experience throughout the recruitment process by maintaining clear communication and professional engagement with applicants.
Monitors open requisitions, candidate pipelines, and recruiting metrics to ensure positions are progressing efficiently through the hiring process.
Supports hiring managers in developing job descriptions or refining existing job descriptions to accurately reflect role requirements.
Facilitates interview coordination, candidate evaluations, and offer discussions in partnership with hiring managers and HR leadership.
Develops and implements sourcing strategies that leverage both traditional and non-traditional recruitment channels.
Builds relationships with workforce development partners including community colleges, trade schools, workforce development programs, and industry organizations to expand candidate pipelines.
Participates in job fairs, recruiting events, school outreach activities, and community engagement efforts to promote employment opportunities and strengthen workforce pipelines.
Supports initiatives that broaden access to qualified candidates and promote diverse candidate pools across all levels of the organization.
Works with operational leaders and HR partners to anticipate workforce needs and maintain strong talent pipelines for critical roles.
Oversees recruiting workflows and applicant tracking systems to ensure recruiting processes remain organized, efficient, and compliant.
Partners with HRIS and HR leadership to ensure recruiting systems support effective candidate tracking, reporting, and data integrity.
Monitors recruiting metrics such as time-to-fill, requisition aging, and applicant flow to identify trends and opportunities for improvement.
Continuously evaluates recruiting practices and recommends improvements that enhance hiring efficiency and candidate experience.
Maintains relationships with external recruiting vendors and staffing partners when specialized recruiting support is required.
Collaborates with HR colleagues to ensure recruiting activities align with broader talent management practices including onboarding, workforce development, and employee engagement.
Supports the development of workforce pipeline programs and entry pathways for production, technical, and professional employees.
Works with HR and operational leaders to strengthen the transition from candidate selection to successful onboarding.
Provides insights on workforce trends, hiring challenges, and labor market conditions to help inform workforce planning discussions.