Senior Manager of Talent Acquisition

Trumark Companies•San Ramon, CA

About The Position

The Senior Manager of Talent Acquisition will own the organization's recruitment strategy and report directly to the Vice President of People & Culture. The Senior Manager of Talent Acquisition interacts with all levels of the organization across multiple functions and provides subject-matter expertise on all talent acquisition policies to ensure the organization can strategically and successfully attract and engage top talent.

Requirements

A track record of building and leading a department, program, or function from the ground up, with strong technical recruiting skills to back it up.
8+ years of recruitment experience, ideally including 2+ or more years in a corporate environment; growth-stage or multi-site organizations preferred.
Demonstrated leadership ability, including experience mentoring, developing, or managing recruiting staff.
Experience recruiting for construction, operations, and homebuilding sales roles; exposure to the homebuilding industry is a strong plus.
Current experience with ADP and Lever is ideal; we use both as our core recruitment and HR software.
Bachelor's degree preferred but not required for candidates with adequate hands-on experience in the field.
A self-starter who enjoys working with an established team, with the ability to set and manage priorities and stay steady through ambiguity and a fast pace.
Willingness and ability to travel at least quarterly to our divisions in CA, CO, and WA.
Strong interpersonal skills, someone who reads a room quickly, builds trust fast, and earns credibility with employees at every level.

Nice To Haves

Exposure to the homebuilding industry is a strong plus.

Responsibilities

Own and lead the recruitment function, setting process and tooling and building the team over time.
Provide a thoughtful and consistent recruitment experience for the organization.
Day-to-day work may includes posting roles, reviewing resumes, facilitating candidate screens and interviews, scheduling interviews, organizing hiring manager feedback, and extending job offers while the Talent department team is developing.
Set hiring strategy with hiring managers, including detailed, accurate job descriptions and hiring criteria; send hiring managers a form to complete about the role before engaging over the phone.
Maintain active job postings and work with hiring managers to keep postings accurate and reaching the desired applicants.
If a role is open more than 30 days with unfavorable results, bring it to the VP of HR (or other senior department leadership) to discuss search strategy.
Source candidates through job boards, resume databases, professional networks, and referrals.
Manage candidate communications from application through onboarding.
Guide hiring managers in developing effective interview questions.
Create and distribute employment offer letters and rejection correspondence for assigned requisitions.
Present hiring data weekly in recruitment meetings, with data prepared in advance.