Talent Acquisition Manager 2

Northrop Grumman•New York, NY

6d•$121,000 - $181,600•Remote

About The Position

At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work — and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history. Be part of a Talent Acquisition organization that pushes the boundaries of what’s possible. Northrop Grumman’s Corporate Office is seeking a Talent Acquisition Manager 2 to lead, develop, and empower the recruiting team supporting our Chief Information and Digital Office (CIDO) and Corporate Function hiring. If you are a dynamic leader with a passion for execution, this is an opportunity to lead a high‑performing team and drive the strategic development of business‑critical recruiting strategies. This role may be virtual from any U.S. state and may require up to 25% travel.

Requirements

Bachelor’s degree from an accredited institution and 8+ years of Talent Acquisition experience; or Master’s degree and 6+ years of Talent Acquisition experience. An additional four (4) years of TA experience may be considered in lieu of a degree (Associate's degree and 10+ years of Talent Acquisition experience OR High School Diploma and 12+ years of Talent Acquisition experience).
Experience leading Talent Acquisition/recruitment initiatives and projects, including coaching and mentoring other TA professionals.
Demonstrated experience influencing leaders and key stakeholders across an organization, using data, metrics, and insights to shape decisions and drive outcomes.
Demonstrated success developing and executing talent acquisition strategies that deliver competitive advantage and business results.

Nice To Haves

Prior experience leading and/or managing staffing projects and initiatives (e.g., hiring surges, process redesign, tool implementations).
Strong analytic skills with the ability to create, measure, and scale effective workflows between candidates, hiring managers, and the recruiting team.
Demonstrated ability to prepare and execute innovative, forward‑thinking recruiting strategies.
Experience recruiting in Engineering and/or other technical areas and/or corporate functions.
Experience with Workday or another Applicant Tracking System (ATS).

Responsibilities

Manage, coach, and develop a team of approximately 6–8 recruiters to meet and exceed the hiring needs of the organization.
Design, develop, and implement creative recruiting strategies to identify, attract, and hire highly skilled technical and functional talent in a timely manner.
Streamline and create efficiencies in the recruiting process to accelerate hiring across supported businesses.
Use data and insights to drive decisions, prioritize work, and continuously improve outcomes.
Implement and drive recruiting and selection activities to achieve annual hiring goals for CIDO and Corporate Functions.
Build trusted partnerships with senior leadership, hiring managers, the broader TA organization (Sourcing, Diversity, Operations, Strategy, University Relations), HR, and other key partners to influence decision‑making and deliver positive outcomes.
Create innovative talent acquisition strategies (experienced, university, military, and diversity) to support growth and scale the business.
Lead interview days, hiring events, webinars, and other TA‑related staffing activities.
Identify process gaps and inefficiencies in the recruiting lifecycle and partner with stakeholders to resolve issues quickly and sustainably.
Hold recruiters accountable to business goals and objectives by using recruiting metrics (e.g., TTA/TTS, offer conversion, pipeline health) to drive performance and continuous improvement.