Sr. Manager, Talent Acquisition

Hyundai Capital•Irvine, CA

3d•Hybrid

About The Position

The Senior Manager, Talent Acquisition leads a team of recruiters and is responsible for driving talent acquisition strategies that attract, engage, and hire top talent across Hyundai Capital America. This role oversees recruiting delivery across assigned business areas, ensures achievement of hiring goals, develops recruiting team capabilities, and drives consistent execution of an exceptional candidate and hiring manager experience. The Senior Manager partners closely with business leaders, HR Business Partners, Compensation, Legal/Compliance, and external recruiting partners to deliver effective, compliant, and scalable recruiting solutions while strengthening talent pipelines, improving recruiting processes, and fostering a culture of accountability, collaboration, and continuous improvement.

Requirements

Minimum 8 years of progressive talent acquisition experience, including full-cycle recruiting in a corporate environment.
Minimum 3 years supervisory experience.
Demonstrated success managing high-volume recruiting environments while maintaining service, quality, and candidate experience standards.
Experience developing recruiting metrics, workforce planning strategies, and talent acquisition operational processes.
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related discipline required.
Advanced knowledge of full-cycle recruiting, sourcing strategies, candidate assessment, selection practices, and hiring manager consultation.
Strong ability to lead, coach, and develop recruiting professionals in a high-volume or complex recruiting environment.
Ability to develop and execute talent acquisition strategies aligned with workforce needs, business priorities, and market conditions.
Strong understanding of recruiting compliance, employment laws, documentation standards, candidate dispositioning, offer processes, and pre-employment requirements.
Ability to analyze recruiting metrics, pipeline data, market trends, and operational performance to identify risks, recommend solutions, and inform decision-making.
Strong consultative, communication, and relationship-building skills with business leaders, HR partners, Compensation, Legal/Compliance, vendors, and external partners.
Ability to lead recruiting process improvements, technology adoption, vendor management, and talent pipeline initiatives.
Strong organizational, problem-solving, prioritization, and business judgment skills.
Ability to influence stakeholders, manage competing priorities, and drive accountability across the recruiting process.

Nice To Haves

HR or talent acquisition certification preferred, such as SHRM-CP, SHRM-SCP, PHR, SPHR, or related recruiting certification preferred.

Responsibilities

Lead and oversee full-cycle recruiting activities across multiple business units and job families.
Manage high-volume recruiting efforts while ensuring quality, speed, and an exceptional candidate experience.
Support recruiters in managing complex, critical, and hard-to-fill searches.
Leverage direct sourcing, networking, employee referrals, and recruiting technologies to build strong talent pipelines.
Monitor requisition activity, candidate pipelines, and service levels to ensure hiring targets are met.
Partner with Compensation and HR Business Partners to develop competitive offer recommendations.
Oversee candidate background screenings, relocation support, onboarding activities, and internal transfers.
Establish and maintain recruiting processes, standards, service level expectations, and operating practices to support consistent delivery across the recruiting function.
Oversee recruiting compliance, documentation standards, candidate dispositioning, offer approval processes, background screening coordination, and pre-employment requirements to support audit readiness and adherence to company policies and employment regulations.
Reinforce consistent interview, selection, candidate evaluation, and hiring practices in alignment with company policies, recruiting standards, and applicable employment laws.
Analyze recruiting performance metrics and identify opportunities to improve efficiency, quality, and candidate experience.
Identify opportunities to improve recruiting efficiency, quality of hire, candidate experience, hiring manager experience, and process consistency.
Lead adoption and optimization of recruiting tools, systems, reporting practices, and process improvements.
Partner with HR, Legal/Compliance, and other stakeholders to address recruiting-related policy, process, or compliance matters.
Manage, coach, and develop recruiters to enhance recruiting effectiveness and overall team performance.
Establish individual and team goals aligned with departmental objectives.
Conduct regular one-on-one meetings, performance evaluations, coaching sessions, and development discussions.
Provide ongoing training and mentorship related to sourcing strategies, candidate assessment, stakeholder management, and recruiting best practices.
Manage team workload distribution to ensure efficient support of hiring demands and business priorities.
Foster a collaborative, accountable, and results-driven team environment.
Evaluate vendor performance, service quality, cost effectiveness, and utilization to ensure alignment with talent acquisition priorities and business needs.
Partner with HR leadership and business stakeholders to identify pipeline needs, strengthen candidate sourcing channels, and support proactive talent engagement.
Oversee recruiting event planning and execution to support brand awareness, candidate engagement, and targeted hiring initiatives.