Sr. Manager, Talent Acquisition

Ascension Property Services•Nashville, TN

3d•Onsite

About The Position

The Sr. Manager, Talent Acquisition owns hiring outcomes across headquarters and all operating companies. The role implements the talent acquisition strategy established with the EVP of Talent & Culture and reports on KPIs that measure its effectiveness. It is a leadership position rather than a full-cycle recruiting role. For front-line positions, the role supports local hiring by providing operating companies with posting resources and guidance. It leads proactive recruiting for senior manager, critical business, and headquarters roles. The Sr. Manager partners with the Senior Manager, Benefits & Total Rewards to ensure roles align with standard job descriptions and pay grades. Through influence, the role aligns hiring managers and business partners, sets expectations and service-level agreements, and coaches the Internal Recruiter. Success is measured by getting the right people into the right roles on time. The position is office-based at the company office in Nashville, Tennessee, or Greensboro, North Carolina, and is not remote. Travel to operating company locations may be required, estimated at up to 25%. The environment is a standard office setting, with extended hours potentially required during peak hiring periods.

Requirements

Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience.
At least 8 years of talent acquisition experience, including at least 3 years leading recruiters or a recruiting function.
Experience supporting multiple business units, locations, or operating companies.
Track record of building and reporting recruiting KPIs and SLAs.
Experience partnering with senior executives on strategic and leadership hires.
Working knowledge of employment law and compliant hiring practices.
Hands-on experience with an applicant tracking system or HRIS, such as ADP Workforce Now.
Strategic thinking and execution.
Influence and stakeholder management.
Data-driven decision making.
Coaching and talent development.
Clear, concise communication with executives.
Business acumen across diverse operating companies.

Nice To Haves

Experience in a holding company or multi-entity environment.
Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
Experience with recruitment marketing, employer branding, and recruiting analytics tools.
Experience managing agency and vendor relationships.

Responsibilities

Translate the talent acquisition strategy into an annual plan with priorities, owners, and milestones for headquarters and each operating company.
Standardize enterprise hiring processes—including requisition approval, interviews, offers, and onboarding handoff—while accommodating operating company needs.
Evaluate and improve recruiting tools, sourcing channels, and vendor relationships to optimize return on spend.
Support local hiring for front-line roles by providing posting templates, recommended local channels, and guidance to hiring managers.
Build proactive talent pipelines for senior manager, critical business, and headquarters roles through market mapping, direct sourcing, networking, and referrals.
Partner with leaders on succession planning and anticipated openings so searches can begin before roles become urgent.
Partner with the Senior Manager, Benefits & Total Rewards to align each role with a standard job description and pay grade before posting.
Ensure offers are within approved pay ranges and route exceptions through the established approval process.
Provide the EVP of Talent & Culture with weekly and monthly KPI reports covering hiring speed, quality, cost, and pipeline health.
Use recruiting data to flag risks, explain trends, and recommend actions.
Present hiring forecasts and workforce gaps to senior leaders during annual and quarterly planning.
Build trusted relationships with executives, operating company leaders, and HR business partners.
Align internal and external talent acquisition support, including agencies and vendors, with headquarters and operating company strategies.
For senior and critical roles, align with key partners on success profiles, sourcing approaches, and selection criteria.
Hold hiring managers and partners accountable for process commitments, including interview availability and feedback turnaround.
Define hiring-stage SLAs with recruiters, hiring managers, and vendors; monitor performance, address bottlenecks, and escalate missed commitments.
Set individual KPIs and goals for the Internal Recruiter tied to business outcomes.
Coach and develop the Internal Recruiter, remove obstacles, provide regular feedback, balance workload, and step in when support or escalation is needed.
Partner with Talent & Culture and Marketing on employer branding and recruitment marketing.
Ensure a consistent, positive candidate experience and compliant hiring practices across locations.