HR TALENT ACQUISITION MANAGER

Apis Services Inc• PA, US, PA

4h•$90,000 - $100,000•Hybrid

About The Position

The Senior Manager, Talent Acquisition serves as the day-to-day recruiting account owner for assigned affiliates, programs, and service lines. This hands-on leadership role oversees recruiting execution, hiring manager communication, recruiter coordination, requisition assignments, workload balancing, pipeline oversight, and critical vacancy strategy to support timely, compliant, and high-quality hiring outcomes. The role partners with the Senior Director, Talent Acquisition and affiliate leadership to identify hiring risks, strengthen candidate pipelines, improve recruiting processes, support hiring events, and promote recruiter accountability. The Senior Manager provides day-to-day direction and coaching to assigned recruiters, monitors recruiting operations and metrics, and communicates vacancy status, barriers, and recommended actions to leadership. The position supports a multi-site environment and may require travel to affiliate or program locations for meetings, recruiter support, hiring events, and other recruiting priorities. The position requires proficiency with Microsoft 365, ADP, ATS platforms, job boards, sourcing platforms, dashboards, recruiting reports, and standard business technology. A bachelor's degree in a related field is preferred, though equivalent experience may be considered. Progressive recruiting experience, recruiter leadership or operations experience, and experience managing complex or distributed recruiting portfolios are preferred. The role must maintain confidentiality, meet applicable background, clearance, and site-access requirements, and follow applicable legal, safety, information security, and organizational standards.

Requirements

Five or more years of progressive recruiting, Talent Acquisition, staffing, or workforce planning experience preferred.
Two or more years of recruiter leadership, team lead, supervisory, or recruiting operations experience preferred.
Experience partnering with hiring managers and operations leaders to develop recruiting strategies, manage vacancies, and drive hiring outcomes.
Proficiency with Microsoft 365, ADP, ATS platforms, job boards, sourcing platforms, dashboards, recruiting reports, and standard business technology.
Ability to maintain confidentiality and eligibility for access to candidate, employee, and organizational information.
Must satisfy applicable background, clearance, and site-access requirements.
Ability to travel to assigned affiliate or program locations.
When driving is an essential function, must maintain a valid driver's license, required vehicle documentation, and an acceptable driving record.
Ability to use standard office equipment associated with assigned duties.
Ability to follow applicable laws, professional ethics, organizational policies, safety and emergency procedures, confidentiality, information security, and HIPAA requirements as applicable.
Ability to complete required orientation, training, competency, credentialing, and continuing-education activities.
Ability to maintain professional boundaries and promptly disclose actual or potential conflicts of interest.

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field; equivalent experience may be considered.
SHRM-CP, PHR, CIR, AIRS, LinkedIn Recruiter, or comparable recruiting certification.
Experience managing high-volume, multi-site, hard-to-fill, or distributed recruiting portfolios.
Experience recruiting in human services, behavioral health, healthcare, youth services, residential programs, shared services, or other complex operating environments.
Experience leading hiring events, community outreach, sourcing campaigns, and recruitment marketing initiatives.
Experience using recruiting metrics, vacancy aging, candidate flow, and pipeline data to improve hiring outcomes.
Experience managing recruiter workloads, requisition assignments, KPIs, and team accountability.

Responsibilities

Serve as the primary Talent Acquisition account partner for assigned affiliates, programs, or service lines.
Communicate regularly with hiring managers and operational leaders about vacancies, candidate flow, recruiting barriers, interview activity, and hiring decisions.
Monitor recruiter caseloads, requisition volume, critical vacancy coverage, and workload balance; raise concerns and recommendations to the Senior Director, Talent Acquisition.
Oversee recruiter activity, requisition progress, vacancy aging, pipeline quality, candidate follow-up, and adherence to recruiting standards.
Partner with the Senior Director, Talent Acquisition on recruiting strategies for critical, high-volume, leadership, specialized, and hard-to-fill roles.
Provide day-to-day leadership, coaching, direction, and support to assigned recruiters in partnership with the Senior Director.
Reinforce expectations for recruiter activity, communication, follow-up, candidate quality, pipeline development, and hiring manager partnership.
Review recruiter workloads, requisition distribution, vacancy coverage, and recruiting priorities; escalate concerns and recommended adjustments.
Support recruiter development through feedback, process guidance, performance conversations, and reinforcement of enterprise Talent Acquisition standards.
Escalate performance concerns, resource needs, process barriers, and recurring issues to Talent Acquisition leadership.
Monitor open requisitions, vacancy aging, candidate pipelines, sourcing and interview activity, offer status, and hiring timelines.
Use ADP, ATS tools, job boards, sourcing platforms, dashboards, and recruiting reports to track progress and identify needed actions.
Ensure recruiters keep requisition notes, candidate statuses, disposition activity, and hiring updates accurate in approved systems.
Identify pipeline gaps, stalled requisitions, sourcing needs, hiring manager delays, workload concerns, and process issues that could affect staffing outcomes.
Prepare vacancy, pipeline, recruiter activity, and hiring status updates for Talent Acquisition leadership and recommend actions for review.
Partner with affiliate leaders to understand staffing needs, hiring priorities, operational challenges, and workforce trends.
Lead or support affiliate-specific recruiting initiatives, hiring events, job fairs, community outreach, social media recruiting, and targeted sourcing campaigns.
Collaborate with hiring managers to strengthen interview processes, improve candidate responsiveness, clarify role requirements, and reduce hiring delays.
Support improvements to requisition intake, posting accuracy, candidate communication, hiring manager follow-up, and recruiter accountability.
Represent Talent Acquisition professionally in meetings, staffing discussions, vacancy reviews, and cross-functional initiatives.
Exercise independent professional judgment in monitoring recruiter workflow, requisition activity, hiring manager communication, pipeline visibility, and recruiting follow-up within approved standards.
Recommend recruiting strategies, workload adjustments, sourcing priorities, hiring event plans, and process improvements to the Senior Director, Talent Acquisition.
Coach and direct assigned recruiters on day-to-day priorities, activity expectations, candidate follow-up, and requisition progress in partnership with Talent Acquisition leadership.
Escalate significant recruiter performance concerns, workload imbalances, compliance risks, hiring delays, unresolved operational barriers, or matters above delegated authority.
Travel to assigned affiliate or program locations as needed for meetings, recruiter support, hiring events, operational priorities, and recruiting initiatives.
Use organization-approved systems and equipment and maintain confidentiality in handling candidate, employee, and organizational information.
Follow applicable laws, ethics, organizational policies, safety and infection-prevention practices, emergency procedures, confidentiality, information security, and HIPAA requirements as applicable.
Complete required orientation, training, competency, credentialing, and continuing-education activities; maintain professional boundaries and disclose actual or potential conflicts of interest.
Perform other duties essential to effective facility management when requested, provided appropriate training has been given.