Recruiting Manager - Talent Strategy

Meriton•Bellevue, WA

2d•Hybrid

About The Position

This position leads one of Meriton’s five recruiting PODs (National, West, Texas, Midwest, or Gulf Coast) and serves as the trusted talent advisor to an assigned group of Meriton operating companies (OPCOs). This role partners with OPCO Presidents and business leaders to anticipate workforce needs, develop practical hiring strategies, and deliver full cycle recruiting across sales, trades, operations, and other positions as regional needs require. Balancing hands-on recruiting with team leadership, the Talent Strategic Partner brings one consistent Meriton recruiting process, market insight, and a strong candidate and hiring manager experience to a growing business.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience.
7+ years of full cycle recruiting experience, including proactive sourcing and partnership with hiring leaders.
Experience leading, coaching, or providing day-to-day direction to recruiters; formal people management experience preferred.
Demonstrated recruiting experience across two or more of the following: sales, skilled trades, operations, or field leadership; experience supporting varied roles across multiple OPCOs preferred.
Experience advising business leaders on recruiting strategy, workforce planning, labor market conditions, and hiring decisions.
Experience coaching hiring managers on structured interviewing and scorecard-based hiring decisions.
Ability to manage hands-on recruiting responsibilities while setting priorities and supporting the performance of a regional team.
Strong communication, relationship-building, and influencing skills with the ability to work with OPCO leaders and stakeholders at all levels.
Experience using an applicant tracking system and recruiting data to manage pipelines, report results, and improve processes.
Strong organizational judgment, adaptability, and the ability to manage changing priorities across multiple OPCOs and locations.
Working knowledge of employment laws and regulations applicable to recruiting and selection.

Responsibilities

Lead, coach, and support the POD’s recruiters, setting priorities, balancing requisition workloads, removing obstacles, and building recruiting capability across sales, trades, operations, and other assigned roles; request cross-POD recruiting help through the Sr. Director, Talent Acquisition when capacity is at risk.
Serve as the primary TA advisor to the Presidents and leaders of assigned OPCOs; build relationships, understand business goals and local labor markets, and recommend hiring approaches aligned with operational needs.
Partner with OPCO Presidents and leaders on workforce planning, including anticipated openings, growth plans, critical skill gaps, succession needs, and hiring capacity; translate those plans into a quarterly hiring plan, recruiting priorities, and talent pipelines.
Establish an OPCO Charter with each assigned OPCO at kickoff and refresh it quarterly, covering hiring priorities, approved compensation ranges and offer approvers, interview panel and stage owners, sourcing rules, assessment standards, and escalation contacts.
Own full cycle recruiting for assigned priority, complex, or high-impact requisitions, including Strategic-track leadership searches, from intake and sourcing through assessment, offer, and handoff to onboarding.
Guide recruiters and hiring managers through intake meetings to lock the scorecard, role requirements and success profile, approved compensation range, interview panel, sourcing plan, timelines, and recruiting track, and to set shared expectations.
Choose the recruiting track (Express, Standard, or Strategic) at intake based on the role profile, and build Role Playbooks with OPCOs for each role family.
Develop tailored sourcing strategies and build candidate pipelines using referrals, direct outreach, industry networks, events, job boards, and other channels appropriate to each market and role.
Advise leaders on talent availability, market conditions, compensation competitiveness, and hiring process adjustments using recruiting data and candidate feedback.
Ensure consistent, structured assessment and selection practices, including the 1 to 4 scorecard standard, the six culture fit competencies (Plans and Aligns, Customer Focus, Collaborates, Ensures Accountability, Communicates Effectively, and Drives Results), and scorecards submitted within 24 hours of each interview; coach hiring managers on timely feedback, effective interviews, and sound hiring decisions.
Partner with People Strategy & Experience (People Strategy and Experience Director, People Business Partner, and People Experience Specialist) on compensation guidance, offer approval, and the handoff to onboarding.
Monitor requisition progress and the POD scorecard, including time to slate, time to fill, hiring manager response time, offer acceptance, pipeline coverage, quality of hire, and source effectiveness; identify bottlenecks and take action to improve results.
Resolve stalled requisitions through the agreed escalation path, holding the TA team and hiring managers to shared service levels for intake, candidate feedback, and offers.
Provide regular updates to OPCO leaders and TA leadership on hiring progress, risks, priorities, and workforce trends, including a monthly POD scorecard review with each OPCO.
Partner across the TA team, including Shared Service Recruiting, Early Career, and Trade & Apprentice Partnerships, to share talent, recruiting resources, market knowledge, and best practices while adapting to the distinct needs of each OPCO.
Maintain accurate, timely candidate and requisition records in Greenhouse, our applicant tracking system and system of record, and support compliant, consistent recruiting practices.
Deliver a strong candidate and hiring manager experience through proactive communication, clear expectations, and timely follow-through.