Talent Acquisition Manager

Solar Turbines•San Diego, CA

1d•Onsite

About The Position

Solar Turbines is seeking a Talent Acquisition Manager to lead the operational execution of recruiting activities for North America. This role manages a frontline recruiting team and ensures consistent execution, accountability, and performance as hiring demand continues to grow. The Talent Acquisition Manager is responsible for day-to-day recruiting operations, coaching and developing recruiting talent, monitoring delivery performance, and continuously improving staffing processes. This role partners closely with Talent Acquisition leadership, HR Business Partners, and hiring leaders to ensure recruiting outcomes align with current and future workforce needs.

Requirements

Bachelor’s degree or equivalent professional experience.
Experience supporting high‑volume, manufacturing, operations, engineering, or technical hiring.
Demonstrated ability to manage performance, coach recruiters, and drive execution through metrics.
Strong knowledge of applicant tracking systems (ATS), recruiting analytics, and reporting tools.
Demonstrated ability to lead teams across multiple locations.
Fluent in English and Spanish.
5 days in office
Ability to travel between the San Diego and Tijuana, Mexico facilities 25% - 30%.

Nice To Haves

Experience working within a matrixed or global HR organization.
Experience leading recruiting teams through organizational growth or change.
Exposure to workforce analytics, dashboard design, or process improvement methodologies.

Responsibilities

Lead and develop a team of recruiters, specialists, and coordinators supporting hiring across the United States and Mexico.
Maximize individual contributions through ongoing coaching, performance feedback, and development planning.
Conduct regular one‑on‑one meetings, team performance reviews, and corrective action when needed.
Set clear expectations, performance standards, and accountability for recruiting performance.
Promote engagement, collaboration, and continuous learning within the recruiting team.
Own daily recruiting execution, ensuring requisitions move efficiently from intake to close.
Balance recruiter workloads and align recruiting capacity with hiring priorities and demand fluctuations.
Serve as the first point of escalation for recruiting execution issues, bottlenecks, or stakeholder concerns.
Partner with hiring managers to ensure clear role requirements, realistic timelines, and positive candidate experiences.
Ensure recruiting activities comply with local labor laws, company policies, and governance requirements in both the U.S. and Mexico.
Define, capture, and monitor key recruiting metrics, including time‑to‑fill, requisition aging, pipeline health, quality indicators, and delivery performance.
Use data, dashboards, and reporting tools to evaluate recruiting effectiveness and identify improvement opportunities.
Apply industry benchmarks and internal performance data to drive improvements in quality, productivity, and efficiency.
Coach team members on using recruiting data and analytics to improve decision making and execution.
Evaluate and optimize recruiting workflows, sourcing strategies, and selection processes.
Lead continuous improvement initiatives focused on increasing speed, quality, and consistency of hiring outcomes.
Help standardize recruiting practices and tools across teams while allowing flexibility by role or labor market.
Support the implementation of new or enhanced recruiting processes, tools, or operating models.
Guide the selection and use of appropriate recruitment channels (e.g., direct sourcing, job boards, agencies, referrals) based on role type, market conditions, and cost effectiveness.
Monitor the effectiveness of recruiting channels and vendors using data and performance measures.
Provide coaching and guidance on channel selection and supplier management.
Support the management of recruiting budgets in alignment with overall talent acquisition strategy.
Partner closely with HR Business Partners and TA leadership to understand and anticipate workforce needs.
Influence hiring managers through data‑based recommendations, persuasive communication, and collaborative problem solving.
Lead or participate in presentations that clearly communicate recruiting risks, options, costs, and tradeoffs.
Maintain a strong customer and market focus, proactively responding to changing business or market conditions.