Talent Acquisition & Compensation Manager

Continental•Sumter, SC

40d•Onsite

About The Position

The Talent Acquisition & Compensation Manager serves as a strategic leader and project driver, partnering with the Senior HR Manager of the site and working closely with Regional (Americas) and Global HR teams.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required (Master’s preferred).
Minimum 7 years of progressive HR experience, including recruiting, compensation, or HR analytics — preferably in manufacturing.
Minimum 3 years of experience leading a small HR or recruiting team.
Proven ability to lead HR process improvements or cross-functional initiatives.
Exposure to diverse workforces and/or global mobility processes.
Strong understanding of talent acquisition, compensation principles, and workforce analytics.
Excellent communication and interpersonal skills; able to build trust with candidates, hiring managers, and leadership.
Analytical mindset with the ability to interpret data and KPIs to identify trends and drive improvement.
Proficient in HRIS systems, applicant tracking systems (ATS), and Microsoft Office Suite.
Knowledge of federal, state, and local employment laws and compliance requirements.
Skilled at developing creative sourcing and compensation strategies that support retention and equity.
Strong organizational skills with the ability to manage multiple priorities and meet deadlines.
Demonstrated ability to lead, coach, and develop team members while fostering accountability and collaboration.
Confident, fair, and consistent decision-maker who models Continental’s leadership values.
Commitment to advancing diversity, equity, and inclusion in all HR practices.

Nice To Haves

SHRM-CP, SHRM-SCP, or PHR certification.
Experience building workforce development partnerships (technical schools, community programs, or economic development agencies).
Background in process improvement (Lean, Six Sigma, or similar).

Responsibilities

Lead full-cycle recruiting for all hourly, technical, and salaried roles; supervise two recruiters to ensure timely hiring, effective onboarding, and a high-quality candidate experience
Build and maintain strong talent pipelines through partnerships with technical schools, colleges, workforce agencies, and community organizations.
Partner with plant leadership, the Lead HRBP, and the Training Manager to align recruiting, onboarding, and retention strategies with workforce plans and production needs.
Administer compensation programs, including salary benchmarking, job evaluations, wage recommendations, and pay equity compliance; collaborate with HR Manager and Controlling on budget alignment.
Oversee workforce analytics by supervising the HR Analyst and ensuring accurate dashboards on headcount, turnover, attendance, staffing trends, and pay.
Analyze workforce data and present insights during monthly HR and leadership reviews; provide recommendations that link workforce performance to business outcomes.
Manage immigration and global mobility processes, including visa tracking, renewals, compliance, and employee support in partnership with corporate HR and legal counsel.
Lead employer branding initiatives, ensure consistent messaging with corporate communications, and represent the company at job fairs, community events, and workforce development programs.
Ensure accuracy, integrity, and compliance of HR data, documentation, and processes across recruiting, compensation, analytics, and audits.
Drive continuous improvement by streamlining HR processes, enhancing recruiting and compensation workflows, and strengthening overall HR effectiveness.
Follow all safety, environmental, and plant policies while supporting additional duties assigned by supervisors or management.