Recruiting Manager

ZIEHL-ABEGG, INC • Winston-Salem, NC

2d • Hybrid

About The Position

The Recruiting Manager is responsible for the strategic leadership and execution of the Talent Acquisition function across North America. This role is hands‑on and highly operational, accountable for building scalable recruiting processes, developing an early‑career recruiting team, and ensuring hiring capacity keeps pace with rapid production growth, including third‑shift expansion and future workforce scaling.
This position moves beyond transactional recruiting and owns workforce planning, recruiting strategy, budget oversight, process governance, and recruiting analytics, while also personally carrying requisitions as business needs require.

Requirements

• Proven experience leading or managing recruiting teams in a corporate or in‑house environment
• Strong background in high‑volume or manufacturing recruiting
• Demonstrated success building recruiting processes—not just executing searches
• Experience with workforce planning, forecasting, and recruiting metrics
• Budget ownership and vendor management experience
• Working knowledge of employment law and compliance across multiple states
• Experience recruiting for hourly, salaried, and leadership roles
• Degree preferred but not required; equivalent experience strongly considered
• Hands‑on, resilient leader who thrives in fast‑paced, high‑growth environments
• Confident decision‑maker who operates independently without constant direction
• Professional presence with the ability to represent a global, European‑based organization
• Comfortable managing ambiguity, stress, and shifting business priorities
• Collaborative, team‑oriented mindset with low tolerance for politics or dysfunction
• Passion for recruiting and talent acquisition as a discipline—not a stepping stone

Responsibilities

• Strategic Workforce Planning & Forecasting: Partner with Operations and Finance to forecast hiring needs tied to production growth, automation, and shift expansion. Develop annual and multi‑year workforce plans aligned to business demand. Anticipate hiring needs for manufacturing, technical, salaried, and leadership roles. Present talent forecasts and hiring risks to executive leadership as needed.
• Hands‑On Recruiting Leadership: Serve as a working manager, personally managing requisitions during peak demand. Lead, coach, and develop a team of recruiters with varying experience levels. Train and upskill recruiters to operate independently and consistently. Create and document structured onboarding and training programs for future hires. Ensure recruiters are physically on‑site a minimum of three days per week.
• Process Governance & Continuous Improvement: Design, document, and standardize recruiting workflows across North America. Identify and eliminate bottlenecks to improve speed, quality, and candidate experience. Oversee ATS optimization, reporting accuracy, and data integrity. Establish structured interview and selection frameworks to ensure consistency and compliance.
• Budget Ownership & Vendor Strategy: Own and manage the recruiting budget, including agency spend and recruiting tools. Evaluate ROI of sourcing channels and adjust strategies accordingly. Reduce reliance on temporary labor and third‑party agencies over time. Negotiate and manage external recruiting vendor relationships as needed.
• Talent Pipeline Development & Employer Branding: Build sustainable pipelines for high‑volume manufacturing and skilled technical roles. Develop partnerships with workforce agencies, technical schools, apprenticeship programs, and community organizations. Lead local career fair strategy and on‑site hiring events. Act as a visible ambassador and professional representative of the company in the market.
• Analytics, Reporting & Executive Partnership: Establish KPIs including time‑to‑fill, quality of hire, retention, and cost‑per‑hire. Develop dashboards and deliver regular recruiting performance updates to leadership. Use data to influence workforce decisions and adjust hiring strategies proactively. Serve as the primary Talent Acquisition advisor to senior leadership.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Education Level: No Education Listed