Sr. Manager, Talent Acquisition

Ascension Property Services•Brentwood, TN

3d•Onsite

About The Position

The Sr. Manager, Talent Acquisition owns hiring outcomes across headquarters and the operating companies. The role implements the talent acquisition strategy set with the EVP of Talent & Culture and reports on the KPIs that indicate its effectiveness. It is a leadership role rather than a full-cycle recruiting role. Front-line roles are hired locally, with the Sr. Manager supporting operating companies through local job postings and guidance. Senior manager, critical business, and headquarters roles are filled through proactive recruiting led by this position. The Sr. Manager partners with the Senior Manager, Benefits & Total Rewards to align roles with standard job descriptions and pay grades. The role leads through influence by aligning hiring managers and business partners, setting expectations and service-level agreements, and coaching the Internal Recruiter. Success is measured by placing the right people in the right roles on time. This is an office-based role at a company office in Nashville, TN, or Greensboro, NC, with travel to operating company locations as needed, estimated at up to 25%. The work takes place in a standard office environment; extended hours may be required during peak hiring periods. The job description notes that duties may change based on business needs.

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 on 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 clear priorities, owners, and milestones for headquarters and each operating company.
Standardize the enterprise hiring process, including requisition approval, interviews, offers, and handoff to onboarding, while allowing for operating company needs.
Evaluate and improve recruiting tools, sourcing channels, and vendor relationships to maximize return on spend.
Support local hiring for front-line roles by providing posting templates, recommended local channels, and guidance to operating companies and hiring managers.
Build talent pipelines for senior manager, critical business, and headquarters roles through market mapping, direct sourcing, networking, and referrals.
Partner with leaders on succession and upcoming openings so searches begin before roles become urgent.
Partner with the Senior Manager, Benefits & Total Rewards to align every role to a standard job description and pay grade before posting.
Ensure offers fall 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.
Analyze recruiting data, 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, to the business and functional strategies of headquarters and each operating company.
Align with key partners on success profiles, sourcing approaches, and selection criteria for senior and critical roles.
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 requisition workloads, and step in when support or escalation is needed.
Partner with Talent & Culture and Marketing on employer brand and recruitment marketing.
Ensure a consistent, positive candidate experience and compliant hiring practices across all locations.