Senior Talent Acquisition Manager

Seacoast Bank•Tampa, 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 to deliver its business strategy and advance its Employer of Choice vision in Florida. The role builds and develops a capable talent acquisition team, establishes scalable and disciplined recruiting practices, and creates a differentiated 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 talent acquisition with workforce planning, onboarding and integration, performance management, development, succession, readiness, and retention. The role is accountable for governance, measurable outcomes, risk management, and compliance with legal and regulatory requirements. The manager sets recruiting standards and operating practices, leads early-career and internship programs, develops employer-brand and talent-marketing strategies, and oversees selection practices, recruiting technology, analytics, employment eligibility processes, and external recruiting partners. The role also builds hiring-manager capability and ensures recruitment activities comply with applicable regulations, the organization's Affirmative Action Policy, and Seacoast Bank's Code of Conduct. Associates must adhere to applicable legal, ethical, regulatory, and bank risk-mitigation requirements and complete required annual training on time.

Requirements

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.
Demonstrated experience with employment law and recruiting compliance, including work authorization and immigration sponsorship processes, campus recruiting, internship programs, confidential executive or high-profile searches, and external recruiting partner management.
Demonstrated leadership presence, business acumen, talent acquisition expertise, and intellectual agility, with the ability to establish credibility and influence executive leaders, hiring leaders, HR partners, and peers.
Expertise in designing modern talent acquisition processes and selecting, implementing, and optimizing recruiting technology and tools, including applicant tracking systems, talent intelligence, CRM and pipeline tools, LinkedIn Recruiter, professional networks, advanced search techniques, survey tools, analytics platforms, and sourcing channels.
Experience building and executing creative, scalable enterprise recruiting strategies in growth, transformation, or complex multi-business environments, including establishing scorecards and analytics, assessing performance, identifying capability gaps, and recommending improvements.
Collaborative and self-directed, with learning agility, enterprise orientation, and a track record of building trust across organizational boundaries.
Strong people leadership, talent development, process execution, resource management, and interpersonal skills; able to balance urgent hiring needs with sustainable team performance and capability building.
Experience creating and activating employment-brand and talent-marketing strategies to strengthen attraction, candidate engagement, and employer reputation.
Experience using scorecards, surveys, dashboards, and talent insights to assess effectiveness, diagnose constraints, analyze trends, improve team performance and 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, standardizing, and implementing end-to-end selection practices, including phone screens, assessments, behavioral interviews, interview scorecards, peer interviews, recruitment action plans, hiring-manager training and tools, and measurable 30-, 60-, and 90-day onboarding plans.
Operates with urgency, discipline, and sound judgment; remains flexible, sets priorities, manages competing demands, and delivers on commitments.
Adaptable and effective in ambiguity, with change leadership experience and the ability to build capabilities, operating practices, and stakeholder confidence.
Adhere to applicable legal, ethical, regulatory, and Bank risk-mitigation requirements and complete required annual training on time.

Nice To Haves

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

Responsibilities

Set and execute a sustainable enterprise talent acquisition strategy aligned with business priorities, workforce plans, culture, and the Employer of Choice vision; establish recruiting processes, pipelines, sourcing channels, partnerships, employer-brand practices, and enabling technology.
Lead the early-career talent strategy, including campus recruiting and internship programming; build relationships with universities, professional organizations, and community partners and incorporate early-career talent into workforce plans and hiring budgets.
Lead, coach, and develop the talent acquisition team, setting priorities, operating rhythms, standards, accountability, and effective resource deployment.
Build consultative partnerships with business leaders, HR Business Partners, and talent management colleagues, including clear roles, service-level expectations, decision rights, and communication routines.
Promote hiring quality through structured interviewing and recruiting and attrition insights that help leaders identify recurring talent risks and improve selection decisions.
Establish and govern consistent, evidence-based selection practices, including phone screens, assessments, behavioral interviews, scorecards, evaluation criteria, and peer interviews.
Create recruitment action plans and timelines for priority searches; define stages, milestones, roles, decision points, and commitments, monitor progress, surface risks, and adjust strategies.
Build hiring-manager capability through training, coaching, interview guides, behavioral-question examples, interview-flow recommendations, scorecard guidance, and decision-calibration practices.
Connect talent acquisition with workforce planning, onboarding and integration, performance, development, succession, readiness, and retention; align enterprise, business-unit, HR, and talent acquisition goals and ensure compliance with applicable federal regulations and the Affirmative Action Policy.
Partner with hiring leaders, HR Business Partners, and onboarding stakeholders to create onboarding plans with measurable 30-, 60-, and 90-day goals, clear ownership, and feedback checkpoints.
Manage processes and partnerships for employment eligibility, work authorization, immigration sponsorship, student visas, green cards, and related employment-law considerations; establish tracking, alerts, handoffs, accountabilities, and escalation practices with Legal, HR, business leaders, and external providers.
Provide labor-market intelligence on talent availability, location, compensation, competition, critical skills, and representation to inform workforce planning and business decisions.
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 and actions.
Champion Seacoast Bank's culture and employment brand, model sound judgment and inclusive leadership, manage recruiting risk, and adhere to the Bank's Code of Conduct.
Lead high-profile and confidential searches with discretion; select and manage external search firms and staffing agencies, including due diligence, contract and fee review, performance expectations, and accountability.