Sr Mgr Talent Acquisition - Corporate Functions

CDW•Chicago, IL

2d•Hybrid

About The Position

The Senior Manager, Talent Acquisition for Corporate Functions is responsible for leading and developing a high-performing team of recruiters while personally managing full-cycle recruitment for corporate function roles. This individual will partner closely with senior leaders and HR stakeholders to design and execute talent strategies that attract, asses, and hire top talent across disciplines such as Finance, HR, Legal, Strategy and Enterprise Business Operations. The Senior Manager balances hands-on recruitment with people leadership, ensuring recruiting excellence, process efficiency, and a strong candidate experience aligned with CDW’s values and business objectives. This position is based in Chicago, Illinois and requires two days per week onsite at one of CDW’s Chicago locations.

Requirements

Bachelor’s Degree or equivalent experience.
7 years experience in full lifecycle recruiting
5 years team leadership experience
Ability to communicate effectively and in a constructive manner with customers, coworkers, management and executives
Eager to take on new tasks/responsibilities and passion for customer experience, operational excellence and continuous development
Demonstrated intellectual curiosity that seeks to question the status quo and look for ways to advance business objectives
Demonstrated ability to manage multiple priorities/projects, meet deadlines, facilitate change and delegate responsibilities
Through knowledge of recruiting practices including, but not limited to, employment policies and practices, legal compliance, sourcing solutions, interviewing and selection techniques
Experience with CRM tools; such as, Phenom and Eightfold and applicant tracking systems; such as, Workday

Responsibilities

Collaborate with HR Business Partners and senior business leaders to understand current and future talent needs across corporate functions, translating workforce plans into effective recruiting strategies.
Provide consultative guidance to stakeholders on market conditions, talent availability, role scoping, and competitive hiring practices.
Align recruiting priorities and capacity to business objectives, ensuring resources are deployed effectively across requisitions and critical initiatives.
Contribute to the continuous improvement of talent acquisition strategy, including workforce segmentation, role prioritization, and proactive talent pipelining.
Lead, coach, and develop a team of three recruiters, fostering high performance, accountability, and engagement.
Set clear expectations, performance goals, and development plans aligned with functional and organizational objectives.
Provide ongoing coaching on recruiting best practices, stakeholder management, candidate assessment, and inclusive hiring behaviors.
Monitor team workload, quality of hire, and service levels, reallocating resources as needed to meet changing business demands.
Build bench strength within the recruiting team through mentoring, succession planning, and capability development.
Personally manage full-cycle recruitment for senior-level and/or complex roles within corporate/backbone functions, including intake, sourcing, assessment, offer negotiation, and close.
Act as a trusted advisor to hiring managers, ensuring a disciplined and consistent hiring process while maintaining flexibility for business needs.
Develop and execute targeted sourcing strategies using multiple channels, including direct sourcing, referrals, and talent networks.
Ensure a high-quality, inclusive candidate experience from initial engagement through onboarding.
Apply strong assessment judgment to evaluate candidates against role requirements, leadership competencies, and cultural alignment.
Build strong, credible relationships with senior leaders and cross-functional partners, serving as a subject-matter expert in talent acquisition.
Facilitate effective hiring manager alignment on role requirements, timelines, and decision-making processes.
Navigate competing priorities and complex stakeholder dynamics with professionalism and influence.
Ensure recruiting processes are efficient, compliant, and consistently applied across the team.
Leverage data and metrics (e.g., time-to-fill, quality of hire, candidate experience, diversity outcomes) to drive informed decisions and continuous improvement.
Identify opportunities to streamline workflows, enhance tools, and improve scalability while maintaining quality.
Hold the team accountable for building diverse candidate slates and mitigating bias in assessment and selection.
Represent the organization effectively in the external talent market, articulating the employer value proposition for corporate function roles.