(USA) Senior Manager, Talent Acquisition - Business Growth

Walmart • Hoboken, NJ

1d • Onsite

About The Position

The Senior Manager Leader is a front-line people leader responsible for coaching TA associates in live hiring situations, translating quarterly business goals into practical hiring plans, and ensuring process discipline across assigned teams. This role builds credibility with Directors and senior business leaders through consistency, preparation, and follow-through. The Senior Manager Leader will translate quarterly business goals into practical hiring plans with clear sequencing, coach TA associates in live hiring situations to improve judgment and execution, review core hiring metrics weekly and take corrective action when performance drifts, ensure process discipline and compliance across assigned teams, build credibility with Directors and senior business leaders through consistency and preparation, and identify recurring skill gaps within assigned teams based on hiring patterns and delivery pressure.

Requirements

• Real-time coaching and outcome-focused performance feedback.
• Hiring plan execution, role sequencing, and workload management.
• Process discipline, interview flow optimization, and compliance.
• Stakeholder communication with clear data and practical recommendations.
• Core hiring metrics analysis and corrective action when performance drifts.
• Bachelor’s degree in business, human resources, or related area and 3 years’ experience in human resources, talent acquisition, or related area.
• OR 5 years’ experience in human resources, talent acquisition, or related area.
• 1 year’s supervisory experience or experience leading cross-functional teams.

Nice To Haves

• Experience partnering with the People Partner Team on headcount validation.
• Familiarity with structured quality reviews and interview calibration.
• Background in identifying process friction and small improvements.
• Human Resources - Professional HR (PHR) CERTIFICATION - Certification

Responsibilities

• Translates quarterly business goals into practical hiring plans with clear sequencing.
• Coaches TA associates in live hiring situations to improve judgment and execution.
• Reviews core hiring metrics weekly and takes corrective action when performance drifts.
• Ensures process discipline and compliance across assigned teams.
• Builds credibility with Directors and senior business leaders through consistency and preparation.
• Identifies recurring skill gaps within assigned teams based on hiring patterns and delivery pressure.
• Re-prioritizes roles when delivery timelines or capacity constraints shift.
• Flags hiring risks early (market supply, interview bandwidth, unrealistic timelines).
• Keeps the team focused on roles that materially impact delivery.
• Partners with the People Partner Team and business leads to validate headcount against actual demand.
• Provides direct, outcome-focused feedback tied to speed, quality, and calibration.
• Runs structured quality reviews and interview calibrations.
• Creates accountability around delivery timelines and stakeholder communication.
• Manages workload realistically to avoid burnout and quality erosion.
• Identifies bottlenecks in sourcing, assessment, or offer stages and works to resolve them.
• Ensures data accuracy and reporting discipline within assigned teams.
• Uses hiring data to support stakeholder discussions and prioritization.
• Improves interview flow and decision speed where delays impact hiring.
• Partners on tool adoption and workflow clarity.
• Maintains consistency in candidate and hiring manager experience.
• Identifies small process improvements that reduces friction.
• Comes to discussions with clear data and practical recommendations.
• Pushes back respectfully when hiring expectations are unrealistic.
• Follows through on commitments.
• Flags when role scope or leveling does not match actual business demand.
• Highlights when hiring plans exceed realistic team capacity.
• Partners with the People Partner Team to clarify capability needs and expectations.

Benefits

• Competitive pay
• Performance-based bonus awards
• Medical coverage
• Vision coverage
• Dental coverage
• 401(k)
• Stock purchase
• Company-paid life insurance
• PTO (including sick leave)
• Parental leave
• Family care leave
• Bereavement leave
• Jury duty leave
• Voting leave
• Short-term disability
• Long-term disability
• Company discounts
• Military Leave Pay
• Adoption and surrogacy expense reimbursement
• PTO and/or PPTO that can be used for vacation, sick leave, holidays, or other purposes
• Walmart-paid education benefit program (Live Better U) for full-time and part-time associates

What This Job Offers

• Job Type: Full-time
• Career Level: Senior