Senior Talent Acquisition Manager

Seacoast Bank Careers•Stuart, FL

About The Position

The Senior Talent Acquisition Manager leads Seacoast Bank’s enterprise talent acquisition strategy and team, ensuring the organization attracts and selects talent aligned with its business strategy and Employer of Choice vision. The role builds a capable talent acquisition team, establishes scalable and disciplined recruiting practices, and provides a strong experience for candidates and hiring leaders. As a consultative partner to business leaders, HR Business Partners, and talent management colleagues, the manager translates workforce priorities into hiring strategies and connects recruiting with the broader talent management lifecycle, including workforce planning, onboarding, performance management, development, succession, readiness, and retention. The position is accountable for recruiting governance, measurable outcomes, risk management, and compliance with legal and regulatory requirements. It leads early-career and internship programs; develops hiring-manager capability; oversees selection practices, employment eligibility and immigration processes, recruiting analytics, employer brand activities, and external search partners; and leads high-profile and confidential searches. The role also provides labor-market intelligence and uses recruiting and attrition insights to guide workforce and hiring decisions. The position requires 7–10 years of progressive talent acquisition experience, including leadership of recruiters or a talent acquisition team and responsibility for enterprise or multi-business recruiting strategies. Banking, financial services, or other regulated-industry experience is preferred. Associates must comply with applicable legal, regulatory, ethical, and bank risk-mitigation requirements and complete required annual training on time.

Requirements

7–10 years of progressive talent acquisition experience.
Experience leading recruiters or a talent acquisition team and responsibility for enterprise or multi-business recruiting strategies.
Demonstrated knowledge of employment law and recruiting compliance, including work authorization and immigration sponsorship processes.
Experience with campus recruiting, internship programs, confidential executive or high-profile searches, and external recruiting partners.
Demonstrated leadership presence, business acumen, talent acquisition expertise, and intellectual agility, with the ability to influence executive leaders, hiring leaders, HR partners, and peers.
Expertise designing modern talent acquisition processes and selecting, implementing, and optimizing recruiting technology and sourcing channels, including applicant tracking systems, talent intelligence, CRM and pipeline tools, LinkedIn Recruiter, professional networks, advanced search techniques, survey tools, and analytics platforms.
Experience building and executing scalable enterprise recruiting strategies in growth, transformation, or complex multi-business environments.
Ability to establish scorecards and analytics, assess performance, identify capability gaps, and recommend processes, tools, and measures to improve results.
Strong collaboration, self-direction, learning agility, enterprise orientation, and ability to build trust across organizational boundaries.
Strong people leadership, talent development, process execution, resource management, and interpersonal skills.
Ability to balance time-critical hiring needs with sustainable team performance and capability development.
Experience creating and activating employment brand and talent marketing strategies.
Experience using scorecards, surveys, dashboards, and talent insights to assess effectiveness, diagnose constraints, analyze trends, improve outcomes, and guide leadership decisions.
Ability to act as a trusted talent advisor, challenge constructively, clarify trade-offs, and co-create practical solutions with business and HR leaders.
Proficiency in structured and behavioral interviewing, interviewer capability-building, early-career recruiting, and using hiring and attrition insights to strengthen workforce and selection decisions.
Experience designing and implementing end-to-end selection practices, including phone screens, candidate assessments, behavioral interviews, interview scorecards, peer interviews, recruitment action plans, hiring-manager training and tools, and measurable 30-, 60-, and 90-day onboarding plans.
Ability to operate with urgency, discipline, and sound judgment; set priorities, manage competing demands, remain flexible, and deliver on commitments.
Adaptability in ambiguous environments, with demonstrated change leadership and ability to build new capabilities, operating practices, and stakeholder confidence.
Compliance with applicable legal, regulatory, ethical, and bank risk-mitigation requirements and timely completion of required annual training.

Nice To Haves

Experience in banking, financial services, or another regulated industry.

Responsibilities

Set and execute a sustainable enterprise talent acquisition strategy aligned with business priorities, workforce plans, culture, and the Employer of Choice vision.
Establish scalable recruiting processes, talent pipelines, sourcing channels, strategic partnerships, employer brand practices, and enabling technology.
Lead the early-career talent strategy, including campus recruiting and internship programs, and develop relationships with universities, professional organizations, and community partners.
Lead, coach, and develop the talent acquisition team, setting priorities, operating rhythms, standards, and accountability for results.
Build team capability through feedback, development, knowledge sharing, and effective resource deployment.
Build consultative partnerships with business leaders, HR Business Partners, and talent management colleagues; clarify roles, service expectations, decision rights, and communication routines.
Establish evidence-based selection practices, including phone screens, candidate assessments, behavioral interviews, interview scorecards, evaluation criteria, and peer interviews.
Create recruitment action plans and timelines for priority searches, monitor progress, identify risks, and adjust sourcing and selection strategies.
Develop hiring-manager capability through training, coaching, interview guides, behavioral questions, interview-flow recommendations, scorecard guidance, and decision-calibration practices.
Connect talent acquisition with workforce planning, onboarding and integration, performance, development, succession, readiness, and retention.
Ensure compliance with applicable federal regulations, including EEOC and OFCCP requirements, and the organization’s Affirmative Action Policy.
Partner with hiring leaders, HR Business Partners, and onboarding stakeholders to establish onboarding plans with measurable 30-, 60-, and 90-day goals, clear ownership, and feedback checkpoints.
Oversee processes and partnerships for employment eligibility, work authorization, immigration sponsorship, student visas, green cards, and related employment-law considerations; establish tracking, handoffs, accountability, and escalation practices.
Provide labor-market intelligence on talent availability, location, compensation, competitive activity, critical skills, and representation.
Build and improve recruiting scorecards, surveys, metrics, and dashboards covering quality of hire, pipeline health, speed, source effectiveness, candidate and hiring-leader experience, attrition patterns, and team capacity.
Translate analytics into recommendations, performance expectations, and actions that improve outcomes and inform leadership decisions.
Represent the bank’s culture and employment brand in talent interactions, model sound judgment and inclusive leadership, manage recruiting risk, and adhere to the Code of Conduct.
Lead high-profile and confidential searches with discretion and sound judgment.
Select and manage external search firms and staffing agencies, including due diligence, contract and fee review, performance expectations, and accountability for results.
Ensure associates meet applicable legal, ethical, regulatory, and bank risk-mitigation requirements and complete required annual training on time.