Senior Talent Acquisition Manager

Master Search Solutions•Paramus, NJ

1d•$100,000 - $130,000•Onsite

About The Position

The Senior Talent Acquisition Manager leads the talent acquisition function and recruiting team for a growing family-style entertainment provider with a workforce of about 1,000 employees. Reporting to the Vice President of People & Culture, the role partners with senior leaders and hiring managers and owns full-cycle recruiting, workforce planning, employer branding, recruiting technology, metrics, compliance, and recruiting vendors. Hiring spans corporate, hospitality, entertainment, retail, attractions, and operations roles. This is an onsite role in Bergen County, New Jersey, five days a week. It includes some planned evening and weekend events, with flexible hours around those events. The company describes its workplace as exciting, fun, and casual, with employees able to enjoy working and playing at its venues.

Requirements

Bachelor's degree in human resources or a related field.
At least 7 years of human resources experience, with an emphasis in staffing.
At least 5 years leading recruiters or a talent acquisition function.
Experience implementing recruiting technology, applicant tracking systems, automation, and artificial intelligence tools.
Experience building recruiting analytics, dashboards, and key performance indicator reporting.
Ability to build strong working relationships with executives and their assistants.
Ability to work diplomatically within established processes.
Ability to stay composed and solution-focused under pressure.

Nice To Haves

Recruiting experience in hospitality, retail, entertainment, attractions, or other high-volume environments.

Responsibilities

Lead, coach, and develop the recruiting team, setting priorities and allocating resources to business-critical hiring.
Recruit hands-on for exempt, non-exempt, management, and hard-to-fill roles, from requisition intake through offer.
Champion artificial intelligence, automation, and applicant tracking system improvements to speed up hiring and improve the candidate experience.
Track and report time-to-fill, source effectiveness, cost-per-hire, and offer acceptance, and use the data to improve results.
Train hiring managers on interviewing, selection, and legal compliance.
Maintain recruiting compliance with federal, state, and local employment laws, including requirements involving background screening, drug testing, and Form I-9.
Build the employer brand through careers content, social media, career fairs, colleges, and community partnerships.
Manage recruiting vendors and budgets.
Partner with senior leadership and hiring managers across the organization.