Sr Manager, Talent Acquisition

Metra•Chicago, IL

21h

About The Position

The Senior Manager, Talent Acquisition reports to the Director, Talent Acquisition and Business Support and oversees Metra’s recruitment process. The role develops and implements recruitment strategies, manages a team of talent acquisition professionals, and ensures recruitment activities comply with applicable laws and policies. It works with HR Business Partners, department managers, and marketing and communications teams to attract and retain high-quality candidates and strengthen Metra’s employer brand. Metra is a commuter rail agency serving six counties in Northeastern Illinois. Its Human Resources Department focuses on attracting, developing, and retaining a diverse workforce and fostering employee engagement, wellness, and professional growth. Metra is a railroad employer subject to the Railroad Retirement Tax Act, rather than the Social Security Administration. The role requires a bachelor’s degree or, in lieu of a degree, four years of recruitment experience; seven years of progressively responsible full-lifecycle recruitment or talent acquisition experience; and at least two years of supervisory experience. The successful candidate must be willing to travel within and outside Metra’s six-county region and be available for flexible hours, including early mornings, late afternoons, evenings, or weekends.

Requirements

Bachelor’s degree, or four years of recruitment experience in lieu of a degree.
Seven years of progressively responsible full-lifecycle recruitment or talent acquisition experience.
At least two years of supervisory experience.
Considerable knowledge of full-lifecycle recruiting, sourcing techniques, employer branding, candidate engagement strategies, and recruitment technology.
Considerable knowledge of federal and state laws regarding employment practices.
Considerable knowledge of industry trends, market dynamics, and emerging talent acquisition practices.
Good knowledge of recruitment key performance indicators and metrics.
Knowledge of general personnel policies and practices.
Strong organizational and analytical skills.
Strong verbal and written communication skills.
Collaborative, interpersonal, and persuasive skills to build consensus in support of decisions.
Ability to analyze recruitment metrics and data, track performance, identify trends, and make data-driven decisions.
Proficiency with applicant tracking systems, recruitment software, and other tools used to streamline recruitment.
Proficiency using Microsoft Office, including Word, Excel, Outlook, and PowerPoint, and computer applicant tracking systems.
Ability to lead and motivate a team, set clear goals, and provide guidance and support.
Ability to use discretion when handling confidential and sensitive information.
Ability to identify recruitment challenges and develop creative solutions.
Ability to manage multiple recruitment projects, prioritize tasks, and meet deadlines.
Willingness to travel within and outside Metra’s six-county region.
Availability to work flexible hours, including early mornings, late afternoons, evenings, or weekends.

Responsibilities

Develop and implement recruitment strategies aligned with organizational goals and talent needs.
Lead, manage, and supervise recruiters, coordinators, and other talent acquisition professionals; provide guidance, coaching, and performance feedback.
Oversee sourcing through job boards, social media, networking, employee referrals, and other channels.
Develop and maintain structured, efficient candidate screening, interviewing, and selection processes.
Track recruitment metrics and report key performance indicators, including time-to-fill, cost-per-hire, and quality-of-hire, to senior management.
Collaborate with HR Business Partners, department managers, and marketing and communications teams to enhance the employer brand and attract and retain high-quality candidates.
Approve time off, coordinate staff schedules, fill vacancies as necessary, and ensure compliance with departmental and company policies and objectives.
Make and implement staffing decisions, performance evaluations, and performance improvement, disciplinary, or termination procedures; make recommendations regarding these matters.
Promote safe work practices and maintain and foster a safe work environment.
Perform other related duties as assigned to meet the organization’s ongoing needs.