Senior Manager, Recruiting

Independence Pet Group•Standard, IL

About The Position

IPH is seeking a Senior Manager, Recruiting to lead the recruiting team and drive best-in-class hiring execution across the organization. This role oversees full-cycle recruitment delivery, ensures high-quality candidate pipelines, and serves as the primary leader for recruiter coaching, performance, and enablement. In addition to leading the recruiting team, this role owns enterprise executive recruitment, partnering directly with senior leaders to source, assess, and hire top executive and leadership talent. The Senior Manager collaborates closely with business stakeholders, executing within the operational standards, processes, and sourcing frameworks managed by Talent Acquisition Operations. This role ensures IPH attracts exceptional talent by delivering a consistent, efficient, and candidate-centric recruiting experience.

Requirements

Bachelors Degree in Human Resources Management or equivelant years of experience
8+ years of full-cycle recruiting experience, including leadership of a recruiters.
5+ years of full-cycle executive recruiting experience, VP+ levels.
Successful track record managing recruiting delivery in a high-volume or multi-functional environment.
Demonstrated expertise sourcing and closing senior and executive-level talent.
Strong coaching, leadership, and team development skills.
Excellent relationship-building and communication abilities.
Strong understanding of recruiting metrics, funnel management, and hiring best practices.

Nice To Haves

Experience in multi-state or multi-entity organizations.
Experience partnering with TA Operations or HR Operations teams.
Exposure to executive search firm management or partnership.
Experience with hiring manager or recruiter training.

Responsibilities

Executive Recruitment Serve as the enterprise lead for all VP+, senior leadership, and specialized executive searches.
Build executive talent pipelines through strategic sourcing, networking, referrals, and market intelligence.
Partner directly with senior leaders on role definition, assessment criteria, and candidate evaluation.
Deliver a white-glove candidate experience for executive-level talent.
Manage relationships with external executive search firms as needed, in partnership with the Talent Acquisition Operations.
Recruiter Team Leadership Lead and develop the recruiter team through coaching, performance management, and ongoing skill development.
Set clear expectations for speed, quality, communication, and hiring manager partnership.
Provide real-time guidance on complex searches, offer negotiation, and candidate management.
Foster a culture of teamwork, continuous improvement, accountability, and exceptional service.
Partner with the Director on recruiter training initiatives and adoption of new tools or processes.
Recruiting Execution and Delivery Oversee end-to-end recruiting delivery across all open roles, ensuring consistency with TA processes and standards.
Ensure recruiters manage requisitions effectively, maintain proactive pipelines, and deliver high-quality candidate slates.
Monitor funnel health and coach recruiters to improve conversion rates, outreach strategies, and assessment quality.
Partner with hiring managers to ensure clarity of role requirements, hiring criteria, interview structure, and timelines.
Own escalations related to recruiting delivery, prioritization challenges, or hiring manager experience.
Hiring Manager Experience and Partnership Establish strong consultative relationships with leaders across the business.
Provide guidance on talent strategies, interview best practices, and decision-making.
Ensure hiring managers receive timely updates, aligned expectations, and a positive partnership with TA.
Gather feedback from hiring managers and provide insights to business stakeholders to guide process improvements.
Candidate Experience Oversight Ensure recruiters provide timely communication, clarity, and trust-building with candidates throughout the hiring process.
Address escalated candidate concerns and ensure equitable, respectful treatment for all applicants.
Partner with stakeholders on ongoing candidate experience improvements and standards.
Collaboration with TA Operations, Sourcing, and People Services Partner with the TA Operations to ensure recruiters follow standardized workflows, policies, and systems expectations.
Collaborate with the centralized sourcing team to prioritize sourcing support and optimize pipeline flow.
Work with People Services on smooth candidate-to-employee transitions.
Provide execution feedback to guide future process, tool, or policy enhancements.
Reporting and Performance Metrics Use TA dashboards (built by HRIS) to monitor team performance and take action on funnel insights.
Track and report on team metrics including speed, quality, funnel health, and stakeholder satisfaction.
Develop action plans to address gaps in process adherence, performance, or pipeline development.
Provide insights to the TA Operations about trends impacting hiring.
Continuous Improvement Recommend enhancements to interviewing practices, hiring manager partnerships, and recruiter capability.
Participate in TA pilots, tool evaluations, and process changes led by TA Operations.
Foster an environment where recruiters innovate and share best practices.