Talent Acquisition Manager

ParkOhio Jobs•Cleveland, OH

12d•Onsite

About The Position

The Talent Acquisition Manager is responsible for leading the talent acquisition strategy and execution for the organization. This role oversees the full-cycle recruitment process, ensuring the company attracts, hires, and retains top talent. They will partner with department leaders to understand workforce needs, develops sourcing strategies, manages external firm relationships, and ensures compliance with all employment laws and selection policies.

Requirements

Bachelor’s Degree in Human Resources, Business Administration, or related field.
5+ years of progressive experience leading full cycle recruiting and/or talent development, ideally in a warehouse or supply chain environment.
Ability to execute executive and senior level sourcing, recruiting/branding activities.
Strong knowledge of performance management systems and talent acquisition life cycle.

Nice To Haves

Experience with UKG Recruiting Gateway is preferred.
Human Resources Certification (PHR or SPHR)

Responsibilities

Lead full-cycle recruiting for professional, exempt, and executive-level roles, including job postings, screening, interviewing, and offer management.
Develop proactive sourcing strategies in partnership with HR leadership to build pipelines through universities, professional associations, and external networks.
Utilize job boards, social media, networking, and strategic partnerships to attract qualified candidates and improve time-to-fill metrics.
Ensure a positive and consistent candidate experience throughout the hiring process.
Manage the UKG Recruiting module and applicant tracking system (ATS), ensuring data accuracy and system effectiveness.
Train hiring managers and HR users on system navigation and recruiting workflows.
Develop standard operating procedures (SOPs) and recommend improvements to recruiting tools, digital platforms, and processes.
Ensure recruitment practices and job postings comply with local and federal labor laws and company policies.
Track and analyze recruiting metrics including time-to-fill, cost-per-hire, and diversity indicators.
Provide regular reporting and insights to HR leadership to support workforce planning and continuous improvement.
Support employer branding initiatives in collaboration with HR leadership and Marketing.
Maintain presence and engagement on LinkedIn, career sites, and other digital platforms.
Manage relationships with external agencies, universities, and professional organizations to strengthen talent pipelines and ensure partnership commitments are met.