Sr. Manager Talent Acquisition - Field
About The Position
The Sr. Manager, Talent Acquisition (Field) leads the enterprise field recruiting strategy and execution for 30,000+ positions nationally. The incumbent is responsible for developing and driving the long-term talent acquisition roadmap for field operations, ensuring the organization can attract, hire, and retain the talent necessary to meet operational, growth, workforce planning, and customer service objectives. The Sr. Manager, Talent Acquisition oversees a large team of Talent Acquisition leaders and recruiters and is accountable for enterprise hiring outcomes through strategic leadership, operational excellence, data-driven decision making, and strong cross-functional partnership. The incumbent serves as a key advisor to Operations, HR, and executive leadership on labor market trends, workforce risks, hiring capacity, and scalable recruiting solutions that support business performance. The Sr. Manager, Talent Acquisition plays a critical part in ensuring the organization maintains the workforce necessary to deliver consistent operational performance, customer service outcomes, and uninterrupted service delivery across the enterprise.
Requirements
- Demonstrated success building and leading enterprise recruiting strategies in complex, high-volume, geographically dispersed environments.
- Proven ability to lead through scale, complexity, and operational ambiguity while driving measurable business outcomes.
- Strong executive presence with the ability to influence senior operational and HR leaders across the organization.
- Deep experience using workforce data, recruiting analytics, and labor market intelligence to drive strategy and operational decision-making.
- 7 - 10 years of progressive experience in talent acquisition, including leading full-cycle recruiting strategies in a high-volume complex organization with accountability for hiring outcomes and candidate experience.
- Proven experience leading recruiting execution through others, establishing scalable processes and standards, and partnering with key stakeholders to drive hiring strategies that align with business objectives.
Responsibilities
- Establish long-term recruiting strategies aligned to workforce planning, operational growth, labor market conditions, succession needs, customer service expectations, and business transformation initiatives.
- Lead and develop a high-performing organization of Talent Acquisition leaders and recruiting teams, driving accountability to performance expectations, operational rigor, and business outcomes.
- Build scalable recruiting infrastructure, processes, and operating models capable of supporting large-scale field hiring across diverse markets and operational environments.
- Ensure talent acquisition strategies support operational continuity, customer experience, and service reliability by ensuring they’re aligned to business demand and workforce needs.
- Partner closely with Operations leadership to proactively anticipate workforce gaps and ensure the organization has the talent needed to support safe, efficient, and uninterrupted service delivery.
- Own enterprise delivery against core recruiting metrics including Time to Fill (TTF), Time to Hire (TTH), funnel conversion, quality of hire, offer acceptance, 30/90-day retention, recruiter productivity, and hiring manager satisfaction.
- Serve as a strategic advisor on labor market trends, competitive hiring dynamics, compensation pressures, workforce availability, and external talent landscape conditions.
- Leverage data, analytics, and market intelligence to identify trends, optimize performance, improve recruiting effectiveness, and influence enterprise workforce decisions.
- Lead continuous improvement initiatives focused on recruiting speed, scalability, process simplification, candidate experience, and operational efficiency.
- Enhance hiring leader engagement and accountability through clear governance, education, communication, and partnership.
- Build organizational capability within the Talent Acquisition function through leadership development, succession planning, performance management, and talent strategy evolution.
- Performs other job-related duties as assigned or apparent.
Benefits
- Comprehensive medical benefits coverage, dental plans and vision coverage.
- Health care and dependent care spending accounts.
- Short- and long-term disability.
- Life insurance and accidental death & dismemberment insurance.
- Employee and Family Assistance Program (EAP).
- Employee discount programs.
- Retirement plan with a generous company match.
- Employee Stock Purchase Plan (ESPP).
- Paid Time Off (PTO)
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What This Job Offers
Job Type
Full-time
Career Level
Manager
Education Level
No Education Listed
