P&C Manager of Recruiting

Voith Group•York, PA

2d•Hybrid

About The Position

The P&C Manager of Recruiting leads Voith’s hiring efforts by developing and executing the talent acquisition strategy. The role oversees a team of recruiters while also supporting full-lifecycle recruiting for key positions. It oversees immigration and mobility processes, the applicant tracking system (ATS), and process automation. The position calls for strong organization and verbal and written communication skills, as well as the ability to complete large, complex projects on time. The manager leads departmental operations, guides recruiter performance and development, manages executive and critical requisitions, and establishes recruiting priorities aligned with business objectives. The role also oversees recruiting systems, vendors, budgets, scorecards, mobility operations, and community relations, while working closely with People & Culture and business stakeholders. Voith is a global technology company serving the energy, paper, raw materials, and transport and automotive markets. The posting describes the role as hybrid. Voith reports approximately 20,700 employees, €4.8 billion in sales, and locations in more than 60 countries.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or a related field.
7–10+ years of progressive talent acquisition or recruiting experience.
At least 3 years of full-cycle recruiting and people leadership experience.
Experience with high-volume and professional recruiting.
Experience in recruiting strategy and workforce planning.
Experience with recruiting analytics.
Experience with ATS/HRIS and recruiting technology.
Experience with systems implementation and process automation.
Experience in talent pipeline development.
Experience with vendor management.

Responsibilities

Assign business units and recruiting portfolios to balance requisition workloads among the team.
Establish individual performance expectations, conduct regular one-on-ones and performance reviews, and support team members’ goals and development.
Coach and mentor recruiters on difficult searches.
Manage executive and critical requisitions, handling up to 10 requisitions during high-volume periods.
Review recruiting pipelines and requisition aging to prioritize resources.
Develop and execute the annual recruiting strategy aligned with regional business objectives.
Translate workforce plans into department priorities, recruiting goals, service levels, and team performance standards.
Develop strategies for high-volume, professional, technical, leadership, and hard-to-fill positions.
Build talent pipelines for critical and recurring roles through strategic sourcing, community partnerships, and employer relations.
Develop strategies to reduce reliance on external recruiting agencies.
Develop the organization’s employer-of-choice strategy in partnership with stakeholders.
Promote consistent recruiting practices and processes across units while allowing for legitimate local differences.
Monitor recruiting systems, vendors, and processes to ensure effective operation.
Identify system enhancements and process automation initiatives to improve recruiting efficiency, data accuracy, user experience, and scalability.
Ensure mobility operations and community relations strategies are developed and executed.
Build relationships with People & Culture and business stakeholders to monitor needs and team performance.
Own team scorecards and provide labor market intelligence to the GBS team and stakeholders.
Own the annual budget and manage vendors, including those for background checks and compliance reporting.