Senior Manager, Talent Acquisition & Workforce Strategy

Trident Seafoods Corporation • Anchorage, KY

12d • Hybrid

About The Position

The Senior Manager, Talent Acquisition & Workforce Strategy leads Trident Seafoods’ enterprise recruiting and staffing function across vessels, Alaska shoreplants, value-added plants, yards, and the Support Center. The role establishes a forward-looking talent acquisition and workforce strategy aligned with business plans, production forecasts, seasonal labor needs, critical-role demand, and budget priorities. It leads and develops recruiting leaders, owns requisitions and hiring outcomes, and strengthens employer brand, candidate experience, recruiting systems, analytics, and service delivery.

The position serves as a strategic advisor to leadership on workforce risks, labor-market trends, and talent acquisition strategy. It oversees recruiting standards, governance, compliance, vendors, technology, contracts, budgets, employer-brand initiatives, and enterprise recruiting projects. The role is based on-site at the Trident Support Center office in Anchorage, with the option to work remotely on Fridays, and requires approximately 20% travel. Additional availability may be needed during peak recruiting and seasonal staffing periods.

Requirements

• At least 8 years of progressive talent acquisition, recruiting, staffing, or workforce-planning experience, including full-cycle recruiting and multi-function or multi-location hiring.
• At least 5 years of people-leadership experience, including leading managers or senior recruiting professionals.
• Demonstrated experience setting strategy, allocating recruiting capacity, developing teams, influencing senior leaders, managing change, and delivering results through others.
• Bachelor’s degree or equivalent additional relevant experience. Relevant fields include Human Resources, Business, Communications, Industrial/Organizational Psychology, Operations, or a related field; a degree is not required if equivalent experience and demonstrated capability provide the necessary knowledge.
• Knowledge of enterprise talent acquisition strategy, workforce and seasonal hiring planning, full-cycle recruiting and requisition governance, sourcing and pipeline development, employer brand and EVP activation, and candidate experience.
• Knowledge of recruiting compliance, including EEO/OFCCP/ADA/Title VII.
• Experience with ATS and recruiting technology; iCIMS is preferred.
• Ability to interpret recruiting analytics and dashboards and manage vendors and budgets.
• Strong people leadership, coaching, stakeholder influence, business acumen, communication, judgment, prioritization, and change-leadership skills.
• Ability to operate effectively across remote sites, production environments, vessels, and corporate functions.
• Approximately 20% travel, including travel within Alaska and the Lower 48 to processing facilities, yards, recruiting events, and other operating locations.
• Additional availability may be required during peak recruiting and seasonal staffing periods.
• Must maintain valid immigration status and work authorization throughout employment. The position is not eligible for immigration sponsorship, including F-1 STEM-OPT authorization.

Nice To Haves

• Experience with high-volume, seasonal, operational, manufacturing, maritime, skilled-trade, or geographically distributed workforces.
• Advanced degree or graduate-level coursework in Human Resources, Business Administration, Organizational Development, or a related field.
• SHRM-SCP, SPHR, or equivalent professional certification.

Responsibilities

• Set and execute an enterprise talent acquisition and workforce strategy aligned with business plans, production forecasts, seasonal labor needs, critical-role demand, and budget priorities across Trident operating groups.
• Lead, coach, and align recruiting and staffing leaders responsible for vessels, Alaska shoreplants, value-added plants, yards, and the Support Center.
• Establish clear ownership, priorities, capacity, performance expectations, and accountability across the recruiting function.
• Own recruiting delivery and requisition management across the full lifecycle, including intake, workforce planning, sourcing, screening, selection, offer management, pre-employment processes, and escalation support.
• Directly lead recruiting efforts for executive, confidential, critical, and hard-to-fill positions as needed.
• Develop and execute sourcing and talent pipeline strategies for seasonal, high-volume, skilled-trade, maritime, professional, leadership, and hard-to-fill roles using schools, military, community, referral, digital, agency, and direct-sourcing channels.
• Define and improve recruiting operating standards, service levels, governance, compliance controls, hiring-manager practices, and candidate experience.
• Use the ATS (including iCIMS), labor-market intelligence, workforce forecasts, and recruiting analytics to manage demand planning, team capacity, funnel health, time to fill, quality, cost, compliance, and continuous improvement.
• Manage recruiting vendors, agencies, technology, contracts, budgets, employer-brand initiatives, and enterprise recruiting projects.
• Advise leadership on workforce risks, labor-market trends, and talent acquisition strategy.
• Perform other duties as needed to meet business requirements.

Benefits

• Discretionary or performance-based incentives may be available to eligible full-time employees.
• Medical insurance
• Dental insurance
• Vision insurance
• Optional HRA/HSA
• Telemedicine
• Employee assistance and wellness programs
• Disability programs
• Basic life and AD&D coverage
• 401(k) plan with company match
• Paid time off (PTO); initial full-time benefit starts at 20 days per year, adjusted for relevant experience, front-loaded at the start of the year, and initially prorated quarterly based on hire date.
• 10 paid holidays each year
• Paid parental leave
• Commuter programs

What This Job Offers

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