Senior Manager Talent Acquisition

Four Seasons Family of Companies•Ephrata, PA

1d•Onsite

About The Position

The Senior Talent Acquisition Manager leads the recruiting function for Four Seasons Family of Companies, encompassing four operating entities: Four Seasons Produce, Sunrise Logistics, Sunrise Transport, and Earth Source. This strategic leadership role is a permanent member of the HR leadership team, owning the strategy, team, technology, vendor relationships, and results for all hiring across the organization. A primary focus is on warehouse associates (selectors, generalists operating powered pallet jacks and high-lift reach trucks), CDL drivers, and diesel technicians. The Senior TA Manager partners directly with Operations leadership on workforce planning, manages the recruiting budget and vendor ROI, and drives the adoption of modern recruitment marketing and AI-enabled sourcing practices to keep pace with business growth in a competitive labor market. The role requires a hands-on leader who sets strategic direction while remaining directly involved in sourcing, screening, and closing candidates when volume demands it. The ideal candidate is a servant leader who develops their team, manages vendors with accountability, and delivers measurable hiring results. The position is located onsite in Ephrata, PA. Success in this role means hiring keeps pace with operational growth, shifts are staffed, trucks are covered, and Operations is not constrained by talent supply. It also involves diversifying the source mix with validated ROI, effectively utilizing ATS capabilities (Phenom), elevating recruitment marketing and candidate experience, managing vendor relationships with clear accountability, providing transparent TA metrics, fostering a strategic partnership with Operations leaders, and developing an engaged and capable TA team.

Requirements

15+ years of talent acquisition experience, including 7+ years leading a TA team in high-volume hourly environments (warehouse distribution and transportation)
Track record managing 300+ hires per year across hourly, skilled trades, CDL, and salaried populations.
Direct experience managing recruiting vendor relationships, job board contracts, and sourcing budget.
Hands-on involvement in an ATS implementation or migration, with demonstrated discipline around data integrity and user adoption.
Multi-channel sourcing expertise beyond a single job board, including social media, referral programs, and community outreach.
Experience partnering with Operations or line-of-business leaders on workforce planning and capacity forecasting.
Demonstrated ability to develop and leverage analytics and insights to inform business decisions and drive continuous improvement.
Recruitment marketing experience: career site management, candidate nurture campaigns, or employer brand content for hourly and trade audiences.
Hands-on experience with recruiting chatbots, AI-enabled screening tools, or automated candidate engagement.

Nice To Haves

Bilingual English/Spanish (professional proficiency).
Experience in food & beverage distribution or similar industries.
Experience with Phenom, Paradox, or similar talent experience platforms.
Experience in a family-owned or mid-sized company environment where the function was built, not inherited.
PHR/SPHR or SHRM-CP/SHRM-SCP certification; AIRS certification a plus.

Responsibilities

Lead, develop, and hold accountable a team of three TA professionals; manage capacity against hiring demand.
Own end-to-end recruiting strategy across all four entities and job families (hourly warehouse, skilled trades, CDL drivers, corporate/salaried).
Translate forecasted operational growth into a hiring plan with clear staffing forecasts, aligned to shift coverage, seasonal demand, and attrition trends.
Act as a strategic business partner to executive leadership and hiring managers—establish operating rhythms, set expectations, and close feedback loops.
Design and execute multi-channel sourcing strategies: Indeed, other relevant job boards, social media, community partnerships, job fairs, and hiring events.
Own and evolve the employee referral program as a primary pipeline channel.
Effectively leverage the ATS and successfully lead the HR team and organization through migration from UKG Recruit to Phenom.
Leverage recruitment marketing, career site, chatbots, and AI-enabled tools to strengthen candidate engagement, nurture passive candidates, and communicate employer brand.
Own all recruiting vendor relationships: job boards, staffing agencies, background check providers, sourcing tools. Evaluate ROI, negotiate contracts, manage spend against budget.
Develop and grow partnerships with local workforce development boards, trade schools, CDL training programs, and community organizations.
Deliver regular TA reporting to the VP of Talent & Culture and Operations leadership with honest assessment and data-driven recommendations.
Model a servant leadership approach: develop direct reports, remove obstacles, and source and screen alongside the team during surge periods.